MEMBERS NOTICE is hereby given that the Corporate and ... · NOTICE is hereby given that the Corporate and Community Services Committee will ... 18/3/2014 Men’s Shed Convene Project

Reference: AF11/861 TLG

2nd July, 2014 MEMBERS NOTICE is hereby given that the Corporate and Community Services Committee will meet in the following Meeting Room on the day, date and time as follows: Corporate and Community Services Committee (Committee Room - Level 4): Tuesday, 8th July, 2014 at 6.00 p.m. An agenda for the meeting is enclosed herewith.

Mark McSHANE CHIEF EXECUTIVE OFFICER

CORPORATE AND COMMUNITY SERVICES COMMITTEE

Meeting to be held on Tuesday, 8th July, 2014 at 6.00 p.m.

CONTENTS

1. FINANCIAL STATEMENT – as at 30th June, 2014 2. STRATEGIC MANAGEMENT - Internal - Corporate and Community Services Committee -

Business Arising Table 3. FINANCIAL MANAGEMENT - General Donations - RSL Virtual War Memorial (VWM)

Project 4. GOVERNANCE – Committees – City Development Framework Sub-Committee - Minutes

of Meeting held 24th June, 2014 5. CORPORATE AND COMMUNITY SERVICES REPORT NO. 45/2014 - Policy Review –

Risk Management Framework 6. CORPORATE AND COMMUNITY SERVICES REPORT NO 46/2014 - Land Transfer –

25 Alexander Street 7. CORPORATE AND COMMUNITY SERVICES REPORT NO 47/2014 - Industrial

Relations ASU & AWU Enterprise Agreements 8. CORPORATE AND COMMUNITY SERVICES REPORT NO 48/2014 - Leasing – Queen

Elizabeth Park Trust 9. CORPORATE AND COMMUNITY SERVICES REPORT NO. 49/2014 - Major Events –

Football Federation South Australia (FFSA) Regional Round MOTIONS WITH NOTICE MOTIONS WITHOUT NOTICE


Meeting to be held at the Committee Room, Level 4, Civic Centre, 10 Watson Terrace, Mount Gambier on Tuesday, 8th July, 2014 at 6.00 p.m.

AGENDA

PRESENT: Cr J A Maher (Presiding Member) Cr P G Richardson, Cr A Lee, Cr A T Smith and Cr H Persello APOLOGY: moved that the apology from

be received. seconded

COUNCIL OFFICERS: Chief Executive Officer, Mark McShane Director - Corporate Services, Grant Humphries Governance Officer, Michael McCarthy Finance Manager, Gary Button Manager Community Services and Development, Barbara Cernovskis Administration Officer, Tracey Gritton

COUNCIL MEMBERS AS OBSERVERS: WE ACKNOWLEDGE THE BOANDIK PEOPLES AS THE TRADITIONAL CUSTODIANS OF THE LAND WHERE WE MEET TODAY. WE RESPECT THEIR SPIRITUAL RELATIONSHIP WITH THE LAND AND RECOGNISE THE DEEP FEELINGS OF ATTACHMENT OUR INDIGENOUS PEOPLES HAVE WITH THIS LAND. MINUTES: moved that the minutes of the previous meeting

held 10th June, 2014 be taken as read and confirmed.

seconded

QUESTIONS: (a) With Notice - Nil received (b) Without Notice - 1. FINANCIAL STATEMENT – as at 30th June, 2014

Goal: Governance Strategic Objective: Demonstrate innovative and responsive organisational

governance.

moved it be recommended the financial statement as at 30th June, 2014 be received.

seconded 2. STRATEGIC MANAGEMENT - Internal - Corporate and Community Services

Committee - Business Arising Table - Ref. AF11/1900

Goal: Governance Strategic Objective: Develop an improved means of communication and engagement

between Council and the community (including vulnerable communities) in the building of community capacity.

moved it be recommended that the Business Arising Schedule be recorded for information.

- 2 -

Corporate and Community Services Committee Agenda, Tuesday 8th July, 2014 cont’d...

Date of Motion

Subject Matter Action Required Responsibility Status Comments

CORPORATE AND COMMUNITY SERVICES

20/11/2012 Establishment of City Development Framework

Chief Executive Officer

In Progress City Development Framework Sub-Committee established December 2013 to oversee project.

Professor John Martin engaged by Council

Draft Futures Paper being prepared,

Professor John Martin in Mount Gambier 12 - 16

th May, 2014.

May/June 2014 - consultation to commence to develop strategies.

New draft due mid-July ready for general community consultation in August.

20/08/2013 Umpherston Sinkhole

Expressions of Interest Process

Council Report

Governance Officer

In Progress Negotiations continuing with potential operator.

17/09/2013 China Relationship

Further investigations/members workshop


In Progress Initial workshop held

Regional workshop scheduled on 5th December

Members Informal workshop on 6th December

Further workshop scheduled for 19

th

February 2014.

Council Report and resolution in March to proceed to further investigation.

Members Workshop with Sean Keenihan - 12

th June, 2014

17/09/2013 Smoke Free areas

Implementation of Operational Services, Governance Officer, Manager Community Services and Development

In Progress Internal Review and report to be developed.

17/12/2013 Display of

Aboriginal and

Torres Strait

Islander Flags in

the Council

Chamber

Engagement with

stakeholders and

establishing a process

Manager

Community

Services and

Development

In Progress Statement of Commitment presented to Council

Ongoing planning with Pangula Mannamurna, Burrandies, Aboriginal Corporation and Elders Group.

Date to be confirmed for Ceremony.

18/3/2014 Men’s Shed Convene Project Group to finalise arrangements for Men's Shed at Council Depot Site.

Chief Executive Officer, Governance Officer,

Director - Operational Services

In Progress Project Group convened.

Lease document finalised.

Work to commence July pending 2014/ 2015 Budget.

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OPERATIONAL SERVICES

17/09/2013

Regional Development Assessment Panels

Support the focus of the proposal and review the recommendations at a later date

Strategic Project Officer

Ongoing Waiting for outcomes of investigation by SELGA

11/02/2014

Installation of Loading Zone - Lady Nelson Carpark

Arrange installation of Loading Zone

Team Leader - General Inspector

Completed Signage installed and line marking completed

11/02/2014 Grant of easement - Botanic Park

Consent be given to the granting of easements

Governance Officer

In Progress Awaiting registration of easements

18/03/2014 South East Animal Welfare League

Enter into a joint funding agreement with South East Animal Welfare League and District Council of Grant for a five (5) year term


In Progress Joint Funding Agreement Drafted - with SEAWL

15/04/2014

Playground construction - John Powell Drive Reserve

Proceed with the construction of major elements of this plan in accordance with budget allocation

Engineering Manager

Completed 90% completed

17/06/2014 Community Land Management Plans

Advertise adoption of Community Land Management Plans, send response letter to Peter Brown


Completed Advertised on 20/06/2014, letter sent to Peter Brown

17/06/2014 Civic Centre maintenance - external cladding

Release Expression of Interest (in conjunction with Country Arts SA)


In Progress Not started as yet

17/06/2014 Caroline Landfill monitoring

Accept the proposal of URS for a three (3) year period (2015-2017)


Completed

17/06/2014

Parking restrictions - Commerce Place Carpark

Arrange for rescission and installation of parking restrictions at Commerce Place Carpark


In Progress Signage has been ordered

17/06/2014 Parking restrictions - Caldwell Street

Arrange for rescission of parking restrictions on Caldwell Street


Completed All signage has been removed

17/06/2014

Parking restrictions - Commercial Street East and West

Arrange for rescission and installation of parking restrictions on Commercial Street East and West


In Progress Signage has been ordered

17/06/2014 Expressions of Interest - Public Edible Plants

Advise successful submissions

Environmental Sustainability Officer

Completed Advised by email on 18/06/2014

17/06/2014 Grant of easement - Calula Drive

Consent be given to the granting of easement

Governance Officer

In Progress Awaiting registration of easement

17/06/2014

Liquor Licence - Shop 40, 21 Helen Street - Spitroast Cafe

Send letter to Applicant and Office of the Liquor and Gambling Commissioner

Senior Planner Completed Advised by email on 20/06/2014

17/06/2014

Tender for Design, Supply and Installation of Shade Structures for Commerce Place Carpark

Advise successful and unsuccessful applicants

Manager - Regulatory Services

Completed Letters sent on 18/06/2014

seconded

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3. FINANCIAL MANAGEMENT - General Donations - RSL Virtual War Memorial (VWM) Project - Ref. AF13/462 Goal: Building Communities Strategic Objective: Support the community’s development through nurturing

collaborative relationships and partnerships and through direct access to Council for recognition, funding, facilitation and in kind support.

The Director - Corporate Services reported: (a) Council has received a funding request comprising letter, information booklet and

compact disc from the Local Government Association of South Australia regarding an RSL-SA Project Appeal established to develop an interactive web-based Honour Roll with a dedicated page for each serviceman or woman who served in the defence of Australia;

(b) a comprehensive package of information has been provided by the Appeal

Committee who are seeking a combined contribution from all Councils in South Australia of $100,000;

(c) all Councils who make a donation will be listed on the donor listing page of the VWM

website and as detailed in the letter received, each Council may choose to assign its support to a memorial of choice in its area.

moved it be recommended: (a) the letter be received; (b) Council authorise a donation to the project on behalf of the citizens of Mount

Gambier of an amount of $2,000 with the memorial of choice in Mount Gambier being

(c) the costs be charged against Council’s General Donations Account No. 6126.0541. seconded 4. GOVERNANCE – Committees – City Development Framework Sub-Committee -

Minutes of Meeting held 24th June, 2014 – Ref. AF13/486 moved it be recommended:

(a) the minutes of the City Development Framework Sub-Committee held on Tuesday 24th June, 2014 be received;

(b) recommendations (numbered 1 to 5) of the City Development Framework Sub-Committee meeting held on Tuesday 24th June, 2014 be adopted by Council.

1. COMMUNITY ACTION FOR SUSTAINABILITY - Presentation by Professor

John Martin The report be received

2. CITY DEVELOPMENT FRAMEWORK PROJECT - Futures Paper –

Feedback Sessions for Council Member The report be received and the contents noted

- 5 -


3. CITY DEVELOPMENT FRAMEWORK PROJECT - Draft Futures Paper -Community Engagement

The report be received and the contents noted

4. THE COMMUNITY ADAPTABILITY TOOL – By Professor Anthony Hogan ofthe University of Canberra

The report be received and the contents noted

5. ANY OTHER BUSINESS

(a) The City Development Framework Sub Committee recommend that thedraft Futures Paper being developed as part of the City Development Framework project be adopted by Council for community consultation and engagement during August, 2014 subject to amendments being undertaken to incorporate the strategies provided by the first phase of community engagement

seconded

5. CORPORATE AND COMMUNITY SERVICES REPORT NO. 45/2014 - Policy Review –Risk Management Framework - Ref: AF11/1950

Goal: Governance

Strategic Objective: Demonstrate innovative and responsive organisational governance.

moved it be recommended:

(a) Corporate and Community Services Report No. 45/2014 be received;

(b) Council hereby adopts new Council Policy Risk Management Framework, as attached to this Report;

(c) Council hereby deletes former Council Policy: R300 Risk Management Policy

(d) Council makes the necessary amendments to Council's Policy Manual Index.

seconded

6. CORPORATE AND COMMUNITY SERVICES REPORT NO 46/2014 - Land Transfer – 25Alexander Street - Ref: AF11/1471

Goal: Governance




(b) The attached report (attachment 3) be adopted for the purpose of conducting public consultation on the community land revocation proposal for 25 Alexander Street.

- 6 -


(c) A further report be presented for Council to consider any submissions received on the revocation of community land classification and transfer proposal for 25 Alexander Street, and whether to submit a report seeking the Minister’s approval for the revocation.

(d) In the event that no submissions are received (or no submissions are received objecting to the proposal), the Chief Executive Officer be authorised to submit a report seeking the Minister’s approval for the revocation, and a further report be presented for Council to consider the Minister’s response.

seconded

7. CORPORATE AND COMMUNITY SERVICES REPORT NO 47/2014 - IndustrialRelations ASU & AWU Enterprise Agreements - Ref: AF11/1090, AF11/1092

Goal: Governance Strategic Objective: Develop and maintain a valued, adaptable, skilled and motivated

workplace.


(a) Corporate and Community Services Report No. 47/2014 be received.

(b) Council hereby endorse the draft ASU Enterprise Agreement Number 9, 2015 and the draft AWU Enterprise Agreement Number 9, 2015 noting that agreement is pending a final vote by all staff.

(c) Council hereby authorise the Chief Executive Officer to make minor modifications of a non-material nature to the Agreements and to approve both Agreements for presentation to the Industrial Relations Commission.

seconded

8. CORPORATE AND COMMUNITY SERVICES REPORT NO 48/2014 - Leasing – QueenElizabeth Park Trust – Ref: Af11/1407

Goal: Governance


Evaluate the effectiveness of all service delivery initiatives against the returns and/or benefits to the community.

Goal: Building Communities Strategic Objective: Recognise and support our volunteers, community organisations and

their sustainability as they continue to be the foundation of the community.

Goal: Securing Economic Prosperity Strategic Objective: Support the development of our local economy, our unique local

experiences and our capacity to grow visitation to our City.



- 7 -


(b) The Chief Executive Officer be authorised to commence public consultation on the proposed lease of the Blue Lake Holiday (Caravan) Park (Lot 101 in CT5961/294) to the Queen Elizabeth Park Trust on ‘community terms’ for a period not exceeding 21 years.

(c) A further report be presented for Council to consider any submissions received on the proposed lease of the Blue Lake Holiday (Caravan) Park to the Queen Elizabeth Park Trust, and whether to grant a lease.

(d) In the event that no submissions are received (or no submissions are received objecting to the proposal), the Chief Executive Officer and Mayor be authorised to negotiate, have prepared, and to sign and seal any documents necessary to give effect to a lease of the Blue Lake Holiday (Caravan) Park (Lot 101 in CT5961/294) to the Queen Elizabeth Park Trust.

seconded 9. CORPORATE AND COMMUNITY SERVICES REPORT NO. 49/2014 - Major Events –

Football Federation South Australia (FFSA) Regional Round - Ref: AF12/65 Goal: Building Communities Securing Economic Prosperity Diversity Learning

Strategic Objective: Encourage the development of community facilities and infrastructure, community events, and active and safe community spaces through direct support, seeking funding, facilitation etc.

Support the development of our local economy, our unique local experiences and our capacity to grow visitation to our City.

Consider the needs of all community groups in developing projects, services and infrastructure (public or privately owned).

Council support opportunities for the community to strengthen relationships with families, friends and extended networks so as to promote and extend the learning of life skills.



(b) Council exercise the right to withdraw financial support for the Regional Round in its current form;

(c) FFSA, WBSA and local clubs work together to develop an alternate model to support the ongoing development of soccer;

seconded MOTIONS WITH NOTICE MOTIONS WITHOUT NOTICE

Meeting closed at p.m. TLG


Minutes of Meeting held at the Committee Room, Level 4, Civic Centre, 10 Watson Terrace, Mount

Gambier on Tuesday, 10th June, 2014 at 6.00 p.m.

PRESENT: Cr J A Maher (Presiding Member) Cr P G Richardson, Cr A Lee, Cr A T Smith and Cr H Persello APOLOGY: Nil COUNCIL OFFICERS: Chief Executive Officer, Mark McShane Director - Corporate Services, Grant Humphries Governance Officer, Michael McCarthy Finance Manager, Gary Button Manager Community Services and Development, Barbara Cernovskis Administration Officer, Fiona McGregor

COUNCIL MEMBERS Cr I Von Stanke, Cr M White AS OBSERVERS: WE ACKNOWLEDGE THE BOANDIK PEOPLES AS THE TRADITIONAL CUSTODIANS OF THE LAND WHERE WE MEET TODAY. WE RESPECT THEIR SPIRITUAL RELATIONSHIP WITH THE LAND AND RECOGNISE THE DEEP FEELINGS OF ATTACHMENT OUR INDIGENOUS PEOPLES HAVE WITH THIS LAND. MINUTES: Cr Richardson moved that the minutes of the previous meeting held 13th

May, 2014 be taken as read and confirmed.

Cr Smith seconded Carried

QUESTIONS: (a) With Notice - Nil received (b) Without Notice – Nil submitted 1. FINANCIAL STATEMENT – as at 31st May, 2014


governance.

Cr Richardson moved it be recommended the financial statement as at 31st May, 2014 be received.

Cr Smith seconded Carried 2. STRATEGIC MANAGEMENT - Internal - Corporate and Community Services

Committee - Business Arising Table - Ref. AF11/1900

Goal: Governance Strategic Objective: Develop an improved means of communication and engagement

between Council and the community (including vulnerable communities) in the building of community capacity.

Cr Richardson moved it be recommended that the Business Arising Schedule be recorded for information.

- 2 -

Corporate and Community Services Committee Minutes, Tuesday 10th June, 2014 cont’d...

Date of Motion

Subject Matter Action Required Responsibility Status Comments

CORPORATE AND COMMUNITY SERVICES

20/11/2012 Establishment of City Development Framework


In Progress City Development Framework Sub-Committee established December 2013 to oversee project.

Professor John Martin engaged by Council

Draft Futures Paper being prepared,

Professor John Martin in Mount Gambier 12 - 16

th

May, 2014.

May/June 2014 - consultation to commence to develop strategies.

20/08/2013 Umpherston Sinkhole

Expressions of Interest Process

Council Report

Governance Officer

In Progress Negotiations continuing with potential operator.

17/09/2013 China Relationship

Further investigations/members workshop


In Progress Initial workshop held

Regional workshop scheduled on 5th December

Members Informal workshop on 6th December

Further workshop scheduled for 19

th

February 2014.

Council Report and resolution in March to proceed to further investigation.

Members Workshop with Sean Keenihan - 12

th June, 2014

17/09/2013 Smoke Free areas

Implementation of Operational Services, Governance Officer, Manager Community Services and Development

In Progress Internal Review and report to be developed.

17/12/2013 Display of

Aboriginal and

Torres Strait

Islander Flags in

the Council

Chamber

Engagement with

stakeholders and

establishing a process

Manager

Community

Services and

Development

In Progress Statement of Commitment presented to Council

Ongoing planning with Pangula Mannamurna, Burrandies, Aboriginal Corporation and Elders Group.

Date to be confirmed for Ceremony.

18/3/2014 Men’s Shed Convene Project Group to finalise arrangements for Men's Shed at Council Depot Site.

Chief Executive Officer, Governance Officer,


In Progress Project Group convened.

Lease document finalised.

Work to commence July pending 2014/ 2015 Budget.

- 3 -


OPERATIONAL SERVICES

17/09/2013 Regional Development Assessment Panels

Support the focus of the proposal and review the recommendations at a later date


Ongoing Waiting for outcomes of investigation by SELGA

15/10/2013 Desktop Analysis of Strategic Plan

Relevant sections of Strategic Plan - Beyond 2013 and the Corporate Plan 2012 be provided to relevant Committees, Members and Staff (subject to reviewing the responsibility matrix)


Completed Review has been completed

11/02/2014 Installation of Loading Zone - Lady Nelson Carpark

Arrange installation of Loading Zone


In Progress Signage installed, line marking in progress

11/02/2014 Grant of easement - Botanic Park

Consent be given to the granting of easements

Governance Officer

In Progress Awaiting registration of easements

18/03/2014 South East Animal Welfare League

Enter into a joint funding agreement with South East Animal Welfare League and District Council of Grant for a five (5) year term


In Progress With Governance Officer

15/04/2014 Community Land Management Plans

Place draft Community Land Management Plans on public exhibition


Completed Refer to item to agenda

15/04/2014 Playground construction - John Powell Drive Reserve

Proceed with the construction of major elements of this plan in accordance with budget allocation

Engineering Manager

In Progress SMB Civil have been engaged to commence the following works:

- Sand pit

- Perimeter path

- Concrete lined rock pools / water fall area

Rotary are building a pedestrian bridge, meetings with Community groups to look at what works they can achieve.

20/05/2014 Caroline Landfill Monitoring proposal 2015/2017

Further investigation into costs for this function



20/05/2014 Access over Council Reserve (Asset No. 533) - Hawkins Road

Advise applicant that Council supports a right of way with easements


Completed Letter sent on 21/05/2014

20/05/2014 Chamber of Commerce - request for alteration to parking restrictions

Advise Chamber of Commerce that Council is agreeable to trial and refer formal resolutions to June OPS meeting



20/05/2014 Establishment of Bicycle Lanes

Advise residents of resolution and implement adjusted bicycle lanes

Engineering Manager

Completed Residents advised by letterbox drop, implementation of adjusted bicycle lanes are in progress

20/05/2014 Supply and delivery of motor vehicle (unit 123)

Advise successful (Barry Maney Ford) and unsuccessful tenderers


Completed All correspondence has been issued

- 4 -


Cr Persello seconded Carried 3. GOVERNANCE - Committees – City Development Framework Sub-Committee –

Minutes of Meeting held on 13th May, 2014 - Ref. AF13/486 Goal: Governance Strategic Objective: Demonstrate innovative and responsive organisational

governance. Cr Richardson moved it be recommended:

(a) the minutes of the City Development Framework Sub-Committee held on Tuesday, 13th May 2014 be received;

(b) recommendations (numbered 1 to 2) of the City Development Framework Sub-

Committee to be adopted by Council.

1. COMMUNITY ENGAGEMENT

(a) The report be received and the contents noted.

2. DRAFT FUTURES PAPERS

(a) The report be received.

(b) Following further discussion and the satisfaction of the City Development Framework Sub Committee the Futures Papers be emailed to the workshop participants and local organisations requesting their input to identify strategies that they can lead on/be a party to in support of individuals, their families and friends and the community to achieve the aspirations that have been identified.


4. GOVERNANCE - Committees - Mount Gambier Lifelong Learning Sub-Committee - Minutes of Meeting held on 16th May, 2014 - Ref. AF12/375

Goal: Learning Strategy Objective: Foster partnerships that develop programs, services and

opportunities that deliver learning excellence. Cr Richardson moved it be recommended: (a) the minutes of the Mount Gambier Lifelong Learning Sub-Committee meeting

held on 16th May, 2014 be received;

(b) the following recommendations (numbered 1 to 2) of the Mount Gambier Lifelong Learning Sub-Committee meeting held on Friday, 16th May 2014 be adopted by Council: 1. LIFELONG LEARNING

(a) the Presiding Members report be received; (b) the Terms of Reference be amended as discussed and tabled at

the next meeting;

- 5 -


(c) Adam Box, Education Director, Blue Lake Partnerships be co-

opted to the Sub-Committee

(d) Sub-Committee Members forward suggested strategies for

implementation of Children’s Charter to Manager Community Services and Development by Friday 23rd May, 2014 to be consolidated and tabled at next meeting for further discussion;

(e) Children’s Charter as amended and reviewed by Sub-Committee

at next meeting be then submitted to Council;

(f) Congratulate City of Mount Gambier on its achievements and special recognition to Manager Community Services and Development and Library Manager for their extraordinarily hard work.

2. MATTERS OF INFORMATION

(a) Endorse the quality of feedback from Education Leaders forum.

A copy of which to be emailed to all participants and further discussion on where to from here to be undertaken at next meeting;

(b) An invitation to the community consultation for the John Powell

Reserve Outdoor Learning Environment be extended to all Sub-Committee Members;

(c) Manager Community Services and Development undergo further

discussion with Partnership Broker Manager regarding ownership and moving forward with Learning Trails documents.

Cr Persello seconded Carried 5. GOVERNANCE - Committees - Community Engagement and Social Inclusion Sub

Committee - Minutes of Meeting held Monday 26th May, 2014 - Ref. AF12/376 Goal: Governance Strategic Objective: Demonstrate innovative and responsive organisational governance Cr Richardson moved it be recommended: (a) the minutes of the Community Engagement and Social Inclusion Sub-

Committee held on Monday 26th May, 2014 be received; (b) recommendations (numbered 1 to 4) of the Community Engagement and

Social Inclusion Sub-Committee meeting held on Monday 26th May, 2014 be adopted by Council:

1. BUSINESS ARISING

(a) Domestic Violence Workplace Policy: (i) The report be received; (ii) The Domestic Violence Policy, once developed by the

administration to be tabled at the next meeting;

- 6 -


(b) Aboriginal and Torres Strait Islander Flags:

(i) Version 2 of the Statement of Commitment to the Aboriginal Torres Strait Islander Communities of Mount Gambier be presented to Council for adoption (attached to Agenda);

(ii) that a City of Mount Gambier Reconciliation Action Plan be

developed by the Sub-Committee. (c) Terms of Reference: (i) the report be received. (d) Expressions of Interest:

(i) the expression of interest received by Caroline Hill to be

accepted. (e) Advocacy: (i) develop a list of topics for discussion with the Federal

Member for Barker Mr Tony Pasin MP and State Minister for Communities and Social Inclusion, Mr Tony Piccolo MP at a meeting yet to be confirmed.

2. MANAGER COMMUNITY SERVICES AND DEVELOPMENT REPORT (a) the Manager – Community Services and Development report be

received; (b) Review of Community Engagement Tool Kit be moved to next

meeting. 3. COMMUNITY DEVELOPMENT OFFICER REPORT The report be received. 4. STANDING ITEM: TERMS OF REFERENCE

The standing item Terms of Reference be reviewed and suggested amendments discussed at next meeting.

Cr Persello seconded Carried 6. GOVERNANCE – Committees – Audit (Section 41) Committee – Minutes of Meeting

held 27th May, 2014 - Ref. AF11/863 Goal: Governance Strategic Objective: Demonstrate innovative and responsive organisational

governance. Cr Lee moved it be recommended:

(a) the minutes of the City of Mount Gambier Audit Committee held on Tuesday 27th May, 2014 be received;

(b) recommendations (numbered 1 to 7) of the Audit Committee meeting held on Tuesday 27th May, 2014 be adopted by Council.

- 7 -


1. REPORTS FOR INFORMATION

the reports be received.

2. EXTERNAL AUDITOR - AUDIT RECOMMENDATIONS

(a) the report be received; (b) the identified Audit recommendations continued to be monitored

by the Audit Committee.

3. AUDIT WORK PROGRAM 2007 - 2014

the report be received.

4. RISK MANAGEMENT POLICY REVIEW

the report be received. 5. FINANCIAL INTERNAL CONTROLS


6. BUSINESS CONTINUITY

the report be received. 7. 2014/15 ANNUAL BUSINESS PLAN AND BUDGET



7. GOVERNMENT RELATIONS - 2014/2015 SELGA Budget Estimates - Ref. AF11/936 Goal: Governance Strategic Objective: Engage with national, state, regional and local forums and

partnerships to provide solutions and options to continually improve Councils service delivery and performance.

The Director - Corporate Services reported:

(a) SELGA has provided to Councils its draft 2014/2015 Budget detailing its forward

estimates of expenditure and income;

(b) in respect of the proposed contributions by this Council to the overall SELGA Budget, the following Draft Budget comparison is provided;

ITEM 2013/14 2014/15 Regional Tourism $25,596 $28,440 Limestone Coast Regional Development Australia $21,944 $22,515 South East Local Government Association $55,124 $60,116 Regional Recreation, Sport & Open Space Plan $12,467 $12,467 SERIC $12,158 $12,475 Heritage Advisory Services $22,611 $22,611 Regional Waste Management Officer $6,635 $13,270

- 8 -


Regional Trails Project ______- __$1,786 $156,535 $173,680 _______ _______ Cr Smith moved it be recommended: (a) the report be received; (b) the draft 2014/2015 SELGA Budget be received and SELGA be advised that

Council accepts the said Budget and its components and has made provision in its own 2014/2015 Budget for this Councils specific contributions to the Associations various 2014/2015 Budget components, noting always that Council reserves the right to negotiate (with the Association) the terms of reference, goals, aims, strategic directions, performance indicators and performance monitoring techniques etc of the Association and the strategic partners or projects included within the financial obligations of the Association (and as a consequence the constituent Councils), to ensure full accountability and an agreed strategic direction and purpose of the Association and its partners;

(c) the resolutions (a & b) be recommended in anticipation of the 2014/2015 Draft

Budget being adopted by Council. Cr Persello seconded Carried 8. CORPORATE AND COMMUNITY SERVICES REPORT NO. 30/2014 - Budget Update

as at 30th April, 2014 - Ref. AF13/13 Goal: Governance Strategic Objective: Demonstrate innovative and responsive organisational governance. Cr Smith moved it be recommended: (a) Corporate and Community Services Report No. 30/2014 be received; (b) the Budget Update BR4 as at 30

th April, 2014 as presented with this Report

(attached to Agenda) be adopted by Council with all amendments to be made to the 2013/2014 Council Budget.

Cr Richardson seconded Carried 9. CORPORATE AND COMMUNITY SERVICES REPORT NO. 40/2014 - Policy Review -

R105 - Rating Policy – Ref. AF11/1952


governance. Cr Smith moved it be recommended: (a) Corporate and Community Services Report No. 40/2014 be received; (b) Council hereby adopts amended Council Policy R105 - Rating Policy, as

provided with this report (attached to Agenda); (c) Council makes the necessary amendments to Council's Policy Manual Index.

- 9 -


Cr Lee seconded Carried 10. CORPORATE AND COMMUNITY SERVICES REPORT NO. 41/2014 – Policy Review –

R155 - Rate Rebate Policy – Ref. AF11/1952, AF11/823, AF11/824

Goal: Governance


Cr Smith moved it be recommended:


(b) Council hereby adopts amended Council Policy R155 - Rate Rebate Policy, as provided with this report (attached to Agenda);

(c) Council makes the necessary amendments to Council's Policy Manual Index. Cr Persello seconded Carried

11. CORPORATE AND COMMUNITY SERVICES REPORT NO. 42/2014 - PROPERTY MANAGEMENT - Leasing - South East Community Radio (25 Alexander Street) – Lease Ref. AF11/1471

Goal: Governance


Cr Richardson moved it be recommended: (a) Corporate and Community Services Report No. 42/2014 be received;

(b) The attached report (attachment 3, attached to Agenda) be adopted for the

purpose of conducting public consultation on the community land revocation proposal for 25 Alexander Street.

(c) A further report be presented for Council to consider any submissions

received on the revocation of community land classification and transfer proposal for 25 Alexander Street, and whether to submit a report seeking the Minister’s approval for the revocation.

(d) In the event that no submissions are received (or no submissions are received

objecting to the proposal), the Chief Executive Officer be authorised to submit a report seeking the Minister’s approval for the revocation, and a further report be presented for Council to consider the Minister’s response.

Cr Smith seconded Carried 12. CORPORATE AND COMMUNITY SERVICES REPORT NO. 43/2014 – Policy Review –

Members - Service Recognition - Ref. AF11/1950

Goal: Governance



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(a) Corporate and Community Services Report No. 43/2014 be received; (b) Council hereby adopts new Council Policy 'Members - Service Recognition',

as attached to this Report (attached to Agenda); (c) Council hereby deletes former Council Policies (now merged):

M160 Members Certificate of Service M230 Members Recognition of Service (d) Council makes the necessary amendments to Council's Policy Manual Index. Cr Persello seconded Carried 13. CORPORATE AND COMMUNITY SERVICES REPORT NO. 44/2014 – OPAL Program

Funding Update - Ref. AF11/973 Goal: Building Communities Strategic Objective: Develop an improved means of communication and engagement

between Council and the community (including vulnerable communities) in the building of community capacity

Goal: Diversity Strategic Objective: Understand our community profile Consider the needs of all community groups in developing

projects, services and infrastructure (public or privately owned) Goal: Community Well-being Strategic Objective: Ensure through research and engagement that the current and

future health (services and infrastructure) needs are identified Goal: Learning Strategic Objective: Council support opportunities for the community to strengthen

relationships with families, friends and extended networks to as to promote and extend the learning of life skills

Cr Smith moved it be recommended: (a) Corporate and Community Services Report No. 44/2014 be received; (b) Council support LGA negotiations with the Minister for Health and Ageing to explore

sustainable model options to transfer the OPAL program. The Motion lapsed for want of a seconder Cr Richardson moved it be recommended:


(b) the matter left lie on the table until a Members Workshop can be held to discuss the OPAL Program funding at length.

Cr Persello seconded Carried 14. GOVERNANCE - Consultation - Consultation on Amendments to Legislation – Ref.

AF13/447

- 11 -


Goal: Diversity Strategic Objective: Engage with Federal and State Governments and other

agencies to provide resources to meet the needs of diverse groups in our community

The Director – Corporate Services reported:

(a) the Federal Government recently released draft legislative amendments to the Racial Discrimination Act, 1974;

(b) the attachments provide information on the proposed amendments – to repeal

certain sections and to replace with new sections.


(a) the Report be received;

(b) Council advise the Attorney-General of its opposition to the proposed amendments to the Racial Discrimination Act, 1975.

Cr Lee seconded Carried MOTIONS WITH NOTICE - Nil MOTION WITHOUT NOTICE 15. COMMUNITY RELATIONS - Liaison - Order of Australia Awards – Ref. AF11/222 Cr Maher moved it be recommended:

(a) The Queens Birthday Honours recipients Mr Giovanni (Jon) Bueti OAM and Mr Des Lattin OAM be acknowledged and thanked for their service to the community;

(b) A letter of congratulations be sent from Council to both award recipients.

Cr Smith seconded Carried 16. CONSIDERATION FOR EXCLUSION OF PUBLIC

Cr Lee moved that the following Items be received, discussed and considered in

confidence by excluding the public pursuant to Section 90 (2) of the Local Government Act 1999, and an order be made that the public (with the exception of other Council Members and Council Officers now present) be excluded from the meeting in order for the items to be considered in confidence as the Council is satisfied that the item is a matter that can be considered in confidence pursuant to the grounds referenced in Section 90 (3) of the said Act as follows:

CCS17(a) S.90(3)(m) - information to be considered in relation to this Agenda Item

is information relating to an amendment under the Development Act 1993 before a Development Plan Amendment report relating to the amendment is released for public consultation under that Act. The Council is satisfied that the principle that the meeting be conducted in a place open to the public has been outweighed in the circumstances as the Development Plan amendment has not yet been

- 12 -


finalised which could result in the public becoming inadvertently misinformed of the proposed changes.

Item No.

Subject Matter S90 (3) Grounds

Corporate & Community Services Committee Minutes

17. GOVERNANCE - Review of In-Confidence Items

Meeting Date Subject

(a) 15/3/2011 DEVELOPMENT PLAN AMENDMENTS - currently being prepared by the City of Mount Gambier - Ref. 335/1/23

(m)

Cr Richardson seconded Carried Meeting closed at 6.49 p.m. FM

CITY DEVELOPMENT FRAMEWORK SUB-COMMITTEE

Minutes of the Meeting held in the Committee Room, Level 4, Civic Centre, 10 Watson Terrace, Mount Gambier, on Tuesday 24th June, 2014 at 1.07 p.m.

PRESENT: Mayor S Perryman Cr A Smith (Presiding Member) Cr J Maher (arrived at 1.10p.m.) Cr M White APOLOGIES: Nil COUNCIL OFFICERS: Chief Executive Officer, Mark McShane Strategic Project Officer, Tracy Tzioutziouklaris SPECIAL GUEST: Professor John Martin COUNCIL MEMBERS AS OBSERVERS: Cr I Von Stanke WE ACKNOWLEDGE THE BOANDIK PEOPLES AS THE TRADITIONAL CUSTODIANS OF THE LAND WHERE WE MEET TODAY. WE RESPECT THEIR SPIRITUAL RELATIONSHIP WITH THE LAND AND RECOGNISE THE DEEP FEELINGS OF ATTACHMENT OUR INDIGENOUS PEOPLES HAVE WITH THIS LAND. MINUTES: Cr White moved that the Minutes of the previous meeting held on Tuesday

13th May, 2014 be taken as read and confirmed. Mayor Perryman seconded. Carried QUESTIONS: (a) With Notice - nil submitted (b) Without Notice – nil submitted 1. COMMUNITY ACTION FOR SUSTAINABILITY – Presentation by Professor John Martin

– Ref. AF13/125 Goal: Building Communities

Strategic Objective: Strive for an increase in services and facilities to ensure the community has equitable access and that the identified needs are met.

Encourage the empowerment of the community to lead and self

manage their respective desires and aspirations. Goal: Securing Economic Prosperity Strategic Objective: Foster the expansion of commerce and industry in a sustainable

manner, considering industry, employment and climate change impacts, and enhance our positioning as the major centre for the region.

- 2 - Minutes of the City Development Framework Sub Committee Meeting held Tuesday 24th June, 2014 cont'd...

The Strategic Project Officer reported:

(a) Community Action for Sustainability have requested if Professor John Martin is

available to do a presentation on the sustainability of regions. Council has previously supported this presentation.

(b) The presentation is to be held on Thursday 24th July, 2014 at the Main Corner at 7.00

p.m. for a 7.30 p.m. start. Professor Martin will be talking about the Sustainability of Australia’s Rural and Regional Communities, whilst also taking the opportunity to include a discussion on the Futures Paper process and its relationship to sustainability.

(c) Council Members may wish to attend this presentation to support Professor Martin in

regard to the City Development Framework project.

Mayor Perryman moved it be recommended the report be received and the contents noted.

Cr White seconded. Carried

2. CITY DEVELOPMENT FRAMEWORK PROJECT – Futures Paper – Feedback Sessions for

Council Member – Ref 13/125

Goal: Building Communities Strategic Objective: Strive for an increase in services and facilities to ensure the

community has equitable access and that the identified needs are met.


manage their respective desires and aspirations.

Goal: Securing Economic Prosperity Strategic Objective: Foster the expansion of commerce and industry in a sustainable


The Strategic Project Officer reported: (a) The draft Futures Paper has been prepared and was launched at the Luncheon Forum

held at Soul Projects on Thursday 5th June, 2014. (b) Council has now requested all of the people and organisations involved in the project to

date to identify how their work in the community, organisational goals and objectives contribute towards the specific aspirations identified within the draft Futures Paper. Council will also need to undertake this process.

(c) Two rolling feedback sessions have been scheduled for Council Members to attend on: Wednesday 25th June, 2014 from 11.00a.m. until 2.00 p.m.; and Thursday 26th June, 2014 from 11.00a.m. until 2.00 p.m. In the Reception Area of the Council Offices. A light Lunch will be available.


Council Members are able to attend anytime between 11.00 a.m. and 2.00 p.m. that is convenient for them on either the Wednesday or Thursday. Professor John Martin will be at both sessions to talk to Members.

If any Member is unable to attend either of these sessions, and alternative time can be made for them to meet with Professor Martin.

(d) Sessions will also be held with each division of Council to undertake this process with

Council staff.

Cr White moved it be recommended that the report be received and the contents noted. Cr Maher seconded Carried

3. CITY DEVELOPMENT FRAMEWORK PROJECT – Draft Futures Paper - Community

Engagement – Ref 13/125 Goal: Building Communities





The Strategic Project Officer Report

(a) The draft Futures Paper was launched at a Luncheon Forum held at Soul Projects on

Thursday 5th June, 2014. The draft Futures Paper has been developed over the last four months involving some 600 people across the community.

(b) The people and/or representatives of organisations who participated in the project to

date have now been asked to consider how the work of their organisation and future plans contribute to the different aspirations identified in the draft paper.

(c) Feedback has been requested by Friday 27th June, 2014. As feedback is received the

Futures Paper will be redrafted so that it can be made ready for consultation and engagement with the whole community.

(d) At this time it is proposed that the whole of community consultation and engagement

process will be undertaken during August, 2014, through a variety of different methods.

Cr White moved it be recommended the report be received and the contents noted. Cr Maher seconded Carried


4. THE COMMUNITY ADAPTABILITY TOOL – By Professor Anthony Hogan of the

University of Canberra – Ref. AF13/125 Goal: Building Communities





The Strategic Project Officer reported: (a) Rural communities are increasingly faced with the need to adapt in the face of change

but they often do not have access to the specific information needed to inform their decisions. The Community Adaptability Tool is a methodology developed, for enabling communities to assess their socio-economic sustainability if the face of many change processes. This tool can be applied to all industries and is ideally used in populations of less than 10000 people.

(b) Information on the Community Adaptability Tool can be obtained by searching

“Community Adaptability Tool by Professor Anthony Hogan of the University of Canberra” on the internet. Or alternatively a copy of the guide on the Community Adaptability Tool can be obtained from Council’s Strategic Project Officer.

(c) This information provides confirmation that Council is proceeding appropriately in this

project for the development of a long term future strategy for the City of Mount Gambier.

Mayor Perryman moved it be recommended the report be received and the contents

noted. Cr White seconded Carried

5. ANY OTHER BUSINESS Cr Maher moved: (a) The City Development Framework Sub Committee recommend that the draft

Futures Paper being developed as part of the City Development Framework project be adopted by Council for community consultation and engagement during August, 2014 subject to amendments being undertaken to incorporate the strategies provided by the first phase of community engagement.

Mayor Perryman seconded Carried


6. MOTIONS WITHOUT NOTICE The meeting closed at 2.35 p.m. AF13/486 MTT/FM

CORPORATE AND COMMUNITY SERVICES REPORT NO. 45/2014 SUBJECT: POLICY REVIEW – RISK MANAGEMENT FRAMEWORK REF: AF11/1950 ________________________________________________________________________________

Goal: Governance

Strategic Objective: Demonstrate innovative and responsive organisational governance. In January 2014 Council considered Corporate and Community Services Report No. 13/2014 in relation to the review of Corporate and Community Services Policies and resolved:

(e) Amalgamation and/or review of remaining Corporate and Community Services Policies continue to be undertaken on a prioritised and periodical basis under the direction of the Corporate and Community Services Committee.

In accordance with that resolution Council’s Risk Management Policy has been reviewed and the resulting policy is presented for consideration and adoption as attached to this report. Throughout 2013/14 update reports have been provided to Council’s Audit Committee on a range of risk management (and related) processes, tools and recording/reporting and review mechanisms that are in use and/or under review throughout the organisation, which has led to the presentation of this Risk Management Framework policy document. The Risk Management Framework is a holistic document acknowledging the diverse range of activities and risks encountered by Council and the cross-organisational risk management tools, systems, procedures and practices available for the management of risk. Council’s risk management does not begin and end with this policy. The purpose of the Risk Management Framework is to demonstrate Council’s awareness and commitment to continuously developing its risk management tools, systems, procedures and practices, and to support an organisational culture where risk management is a fundamental component of all its decisions and activities. The Risk Management Framework is intended to act as a starting (or return) point from which Employees, Elected Members, Committee Members, Contractors and Volunteers can be guided toward the appropriate risk management mechanisms relevant to the decisions they are making or the activities they are undertaking. As the extent of Councils risk management/related activities is seemingly endless, The Risk Management Framework does not attempt to be all encapsulating, but instead to provide general direction and guidance. The Risk Management Framework will be incorporated into Council’s induction and refresher training for Employees, Elected Members, Committee Members, Contractors and Volunteers. RECOMMENDATION (a) Corporate and Community Services Report No. 45/2014 be received; (b) Council hereby adopts new Council Policy Risk Management Framework, as attached to

this Report; (c) Council hereby deletes former Council Policy:

R300 Risk Management Policy

Corporate and Community Services Report No. 45/2014 cont'd...

(d) Council makes the necessary amendments to Council's Policy Manual Index.

Michael McCARTHY GOVERNANCE OFFICER Sighted:

Mark McSHANE CHIEF EXECUTIVE OFFICER 18

th June, 2014

MMcC.MJT

COUNCIL POLICY R### RISK MANAGEMENT FRAMEWORK

Version No: 1

Issued: July, 2014

Next Review:

July, 2015

Electronic version on TRIM is the controlled version. Printed copies are considered uncontrolled. Before using a printed copy, verify that it is the current version.

Page 1 of 4

1. INTRODUCTION

The City of Mount Gambier (“Council”) is committed to protecting its employees, assets and community from potential threats, realising benefits from potential opportunities, whilst minimising uncertainty in achieving it’s goals and objectives toward it’s vision that 'Mount Gambier is the most liveable City in Australia, where the people in the community are secure, prosperous, healthy and valued’. This document sets out the Policy of Council in relation to the management of it’s risk in decision making, administrative and operational activities.

2. PURPOSE

Risk Management requires more than simply adopting a policy. The purpose of this document is to support awareness and commitment to Council’s existing Risk Management tools, systems, procedures and practices (“Risk Management Framework”) and to develop a culture of continuous improvement that includes embedding risk management into all Council decisions and activities. Components of Council’s Risk Management Framework are presented in the following diagram:

POLICY

INDEX PROCEDURES

INTERNAL

CONTROLS

CHAT TOOL

WHS SYSTEM

RISK REGISTER

PRUDENTIAL MANAGEMENT BY LAWS

EMERGENCY MANAGEMENT

BUSINESS CONTINUITY

PLAN

COMPLIANCE SYSTEM

REGISTERS

ASSET & INFRASTRUCTURE

MANAGEMENT PLAN

PERFORMANCE MANAGER

BUSINESS UNIT

PLANS

CORPORATE PLAN

STRATEGIC

PLAN

STATUTORY RESOLUTIONS

DELEGATIONS AUTHORISATION

DECISION MAKING

STRUCTURE

RISK MANAGEMENT

FRAMEWORK

EVENT

MANAGEMENT


Version No: 1

Issued: July, 2014

Next Review:

July, 2015


Page 2 of 4

3. SCOPE This Policy applies to all Employees, Elected Members, Committee Members, Contractors and Volunteers of Council and provides guidance and assists Council in understanding that Risk Management is central to all Council decision making, administrative, and operational activities.

4. CONTEXT

This Policy document does not stand alone in addressing Council’s Risk Management. As illustrated in the Risk Management Framework diagram, Council is involved in a diverse range of activities and encounters extensive variety of risks that necessitate the use of many different processes, tools and recording/reporting and review mechanisms for their identification and management. Council can be exposed to many risks including those associated with:

• Safety & Welfare • Information services • Procurement • Project management • Strategic management • Environment • Public relations

• Asset management • Business development • Compliance & Legal • Financial • Governance • Human resources • Political • Interruption to Business

In this context, it is expected that all Council Employees, Elected Members, Committee Members, Contractors and Volunteers will participate in identifying and assessing the potential risks associated with significant decisions, recommendations, actions and contractual arrangements, with a view to:

IDENTIFY EVALUATE TREAT

R I

S

K

identify, evaluate and document risk issues

act to prevent risk situations from arising

act to resolve risk situations that arise

refer risks for appropriate management

ANALYSE MONITOR & COMMUNICATE

record known/accepted risks (Risk Register)

manage chance/consequences of known/accepted risks

Action/Refer (as appropriate) to: Change Policy/Processes Business Continuity Plan LGA Risk Services

Continuously monitoring/recording/report

REVIEW Continuously reviewing processes to achieve improvements

in Risk Management and organisational activities


Version No: 1

Issued: July, 2014

Next Review:

July, 2015


Page 3 of 4

5. RISK MANAGEMENT PROCESS

This Framework/Policy does not provide direction for the management of any particular risk situations as this is relative to the circumstances in which it has arisen. Council has a range of policies, procedures, systems and mechanisms in place for known risks associated with each Council workplace and Council activities, and to assist the identification of potential risks. Further direction on the management of any specific risk matter should be sought from the relevant Team Leader, Manager, or Director, Work Health & Safety Representative, Work Health & Safety Committee, or from Council’s Human Resources Manager or Governance Officer.

6. RISK MANAGEMENT RESPONSIBILITIES Whilst it is the responsibility of the Council and the Chief Executive Officer to provide and resource the various components of Council’s Risk Management Framework. Every Council employee, Elected Member, Committee Member and Volunteer has some role and responsibility in the management of Council’s risk. The management of each component within Council’s Risk Management Framework are the responsibility of one or more Directors, Managers or Team Leaders, or other officers or committees within the Council organisation and decision making structure. The Management Executive Team bears responsibility for ensuring the components of the Risk Management Framework operate in a manner that brings about a robust risk management system that protects its employees, assets and community from potential threats, realises benefits from potential opportunities and minimises uncertainty in achieving Council’s goals, objectives and vision. Council employees, Elected Members, Committee Members, Contractors and Volunteers share responsibilities as part of their position requirements and/or Code of Conduct to act in accordance with Council Policies and Codes and follow appropriate directions, with further obligations and responsibilities relating to workplaces imposed under Work Health & Safety Law. Some critical shared responsibilities include appropriate induction, training and development, knowledge of worksite and duties and procedures relating to their position, including the relevant components of Council’s Risk Management Framework This document emphasises that Council is a large organisation, undertaking diverse activities and risks and it is the responsibility of everyone to ensure their own, those around them and those to/and for whom they are responsible, awareness of the Risk Management Framework components applicable to their position and work area.

7. REVIEW & EVALUATION

Responsibility for review of this Policy is tasked to the Audit and Work Health Safety Committtees, Management Executive Team and Senior Managers Group.

8. AVAILABILITY OF POLICY This Policy will be available for inspection at Council’s principal office during ordinary business hours and on the Council’s website www.mountgambier.sa.gov.au. Copies will also be provided to interested members of the community upon request, and upon payment of a fee in accordance with Council’s Schedule of Fees and Charges.

http://www.mountgambier.sa.gov.au/


Version No: 1

Issued: July, 2014

Next Review:

July, 2015


Page 4 of 4

File Reference: AF11/1738

Applicable Legislation:

Reference: Strategic Plan – Beyond 2015

Goal #, Strategic Objective #

Related Policies: P### Prudential Management

I105 Internal Controls

F225 Fraud & Corruption Prevention

R300 Risk Management Policy (Superseded)

Related Procedures: One System (Work Health & Safety Procedures)

CHAT Assessment Tool

Related Documents: Risk Register

Business Continuity Plan

Statutory Resolutions

AS/NZS ISO 31 000: 2009:

DOCUMENT DETAILS

Responsibility: GOVERNANCE OFFICER

Version: 1.0

Last revised date: June, 2014

Effective date: ##th Month, 201#

Minute reference: ##th Month, 201# Corporate & Community Services, Item #

Next review date: July, 2015

Document History

First Adopted By Council:

Reviewed/Amended:

9th May 2000 (Superceded Policy R300

CORPORATE AND COMMUNITY SERVICES REPORT NO 46/2014

SUBJECT: LAND TRANSFER – 25 ALEXANDER STREET REF: AF11/1471 ________________________________________________________________________________

Goal: Governance

Strategic Objective: Demonstrate innovative and responsive organisational governance. Member’s attention is brought to the June 2014 expiry of a lease and loan repayment arrangement with South East Community Access Radio (5GTR FM) for a Council owned property at 25 Alexander Street. Due to a typographical error in the Section 194 Report attached to Report 42/2014, the proposed community revocation land is represented with correct reference to the address of the subject property (25 Alexander Street) for endorsement by Council. Background

Council purchased No. 25 Alexander Street in 1994 for $75,000 for occupation by 5GTR FM

5GTR FM have repaid to Council the principal sum of $75,000 and interest over 20 (5+15) years with the last repayment due in June 2014.

Council financed the purchase by external loan debenture of $75,000 over 15 years at a fixed interest rate of 9.8% (last repayment June 2009)

Council leased No. 25 Alexander Street to 5GTR FM for an initial term of 15 years from 1994-2009 and a subsequent 5 year term from 1 September 2009 to 31 August 2014.

At its meeting held on 19 June 2001 Council resolved: “(d) Chief Executive Officer be empowered to have prepared legal documents (i.e.

agreements and caveats) the effect of which is to legally bind Council to transfer the freehold of 25 Alexander Street to South East Community Access Radio Inc (without consideration) on or about 15th June 2014 on the basis that SECAR have (or will) fully serviced the $75,000 loan, and as such the property has not cost Council anything;

(e) Mayor and Chief Executive Officer be empowered to sign and affix the common seal to all relevant documents that provide the necessary guarantees that at 15th June 2014 (or thereabouts) Council will transfer the freehold of 25 Alexander Street from Council to South East Community Access Radio Inc for no consideration.”

The matter of the 5GTR FM lease and loan were reported to Council in 2009 (when a loan extension was sought and granted) and again in 2011. The 2011 Report and Council Resolutions are attached (refer Attachments 1 & 2). The matter of the transfer of the freehold of 25 Alexander Street was raised and endorsed by Council on each of these occasions but did not address community land implications and remain unable to be actioned. Community Land Implications 25 Alexander Street was purchased by Council in 1994 prior to the commencement of the community land provisions contained in the Local Government Act 1999. The community land provisions capture all local government land (land owned or under the care control and management of Council) with the exception of land that has been validly excluded from or revoked of its classification as community land. Provisions that enabled eligible land already in Council ownership (such as 25 Alexander Street) to be excluded from community land classification expired on 31 December 2002.

-2-


Had the June 2001 Council resolution been acted upon at the time then 25 Alexander Street could have been excluded from classification as community land and transferred to SECAR. In the circumstances, 25 Alexander Street is classified as community land and Council adopted a community land management plan for the land (Asset 109) on 15th April 2003, which provides the following description, purpose and objectives for 25 Alexander Street:

General Description:

Allotment containing building used as a radio station.

Purpose of Land:

To provide for a community radio broadcasting facility.

Objectives of Land: To provide a community reserve within an area of development (currently used as a radio

station).

Disposal (including transfer) of community land may only occur after revocation of its classification as community land. The process for revoking the community land classification is set out in Section 194 of the 1999 Act, and includes the following steps: “

the council must prepare and make publicly available a report on the proposal

the council must follow the relevant steps set out in its public consultation policy.

the council— o must submit the proposal with a report on all submissions made on it as part of the public

consultation process to the Minister; and o if the Minister approves the proposal—may make a resolution revoking the classification

of the land as community land.”

Revocation of Classification as Community Land – 25 Alexander Street In order to give effect to the intended action of transferring 25 Alexander Street to SECAR as set out in the 2001, 2009 and 2011 Council Reports, the attached report (refer Attachment 3) has been prepared for the purpose of commencing public consultation on the proposal. It is proposed that public consultation on the proposal to revoke the classification as community land and transfer of 25 Alexander Street to SECAR comprise of, as a minimum:

Public Notice published in The Border Watch

Notice published on Council’s Website with copy of report on proposal

Report on proposal available for inspection at the Civic Centre Including invitation to provide submissions on the proposal for a period of 21 days.

In the event that submissions objecting to the proposal are received, then a further report would be submitted to Council for consideration of the submissions received, and whether to proceed with submitting a proposal to the Minister seeking approval for the revocation. Should no submissions be received, or no submissions objecting to the proposal, then the Chief Executive Officer will proceed immediately to prepare and submit a proposal to the Minister seeking approval for the revocation. Lease of 25 Alexander Street The current lease of 25 Alexander Street to SECAR will expire on 31 August 2014. In the circumstances it is proposed that the holdover provisions of the lease be invoked to continue on a monthly tenancy basis until such time as the community land revocation process and proposed transfer have been determined.

-3-


The rental to apply to the monthly tenancy from 1 September 2014 will remain based upon the ‘declared figure’ as specified in Council Policy - R200 Community Land (Reserves) Lease / Licence / Rental Arrangements. RECOMMENDATION (a) Corporate and Community Services Report No. 46/2014 be received; (b) The attached report (attachment 3) be adopted for the purpose of conducting public

consultation on the community land revocation proposal for 25 Alexander Street.

(c) A further report be presented for Council to consider any submissions received on the revocation of community land classification and transfer proposal for 25 Alexander Street, and whether to submit a report seeking the Minister’s approval for the revocation.

(d) In the event that no submissions are received (or no submissions are received objecting to the proposal), the Chief Executive Officer be authorised to submit a report seeking the Minister’s approval for the revocation, and a further report be presented for Council to consider the Minister’s response.



th June 2014

MMcC/FM

ATTACHMENT 1 – AR11/16194 – 2011 CCS Report No. 57/2011 (8

th November 2011)

ATTACHMENT 2 – AR11/18331 – 15th

November 2011 Council Resolution ATTACHMENT 3 – Section 194 Report - 25 Alexander Street, Mount Gambier CT 5180/718

CORPORATE AND COMMUNITY SERVICES REPORT NO. 57/2011

SUBJECT: SOUTH EAST COMMUNITY ACCESS RADIO - 25 ALEXANDER STREET

REF: AF11/1471

Goal: Building Communities Strategy: Support the community’s development through nurturing collaborative

relationships and partnerships and through direct access to Council for recognition, funding facilitation and in kind support.

BACKGROUND (from 2009 CCS Report)

During the year 1994 Council purchased the freehold property situated at 25 Alexander Street (previously a house) for $75,000.

Council purchased the property to enable the community not for profit organisation South East Community Access Radio Inc (5GTR FM) to occupy same as new studio’s and offices for the community radio station.

To finance the purchase, Council raised a fixed term loan from the LGFA ($75,000 @ 15 years @ 9.8%) through its normal borrowings.

Agreement was reached with SECAR to lease 25 Alexander Street from Council for 15 years commencing 1st September 1994 to 31st August 2009.

The term of 15 years coincides with the loan term.

It was agreed at the time that the “rental” be 10c per annum if demanded on the basis that SECAR would also fully reimburse to Council the debt servicing costs of the $75,000 loan i.e. principal and interest.

A separate lease was prepared (expires 31st August 2009).

A separate loan repayment schedule was also prepared.

(This term of 15 years was later extended by Council (in 2009) to 2014 providing for a 20 years loan term and the lease extended to coincide to the same date).

The purpose of the Report is to inform the year 2009 Council that in my view Council ought to transfer the freehold of 25 Alexander Street to SECAR for no consideration at an appropriate time in the future.

The reasoning is that technically the property has not cost Council anything i.e. the purchase price of $75,000 plus interest has been fully reimbursed to Council by SECAR by half yearly repayments.

It is to be noted that the Council of 1994 did not resolve that it would transfer the freehold in the future however this course of action appears to be the most fair way.

SECAR is of the opinion also that Council should transfer the freehold to the organisation in the year 2009 (as you will read this Report this year is now 2014).

The transfer of the freehold in the 2009 (or 2014) assumes:

1. SECAR has met all the loan repayments since 1994.

Attachment 1

- 2 -

Corporate and Community Services Report No. 57/2011cont'd…

2. SECAR is still in existence by the year 2009 (or 2014).

In the year 2009 (or 2014) the matter ought to be raised with Council for Council to resolve to transfer the freehold to SECAR for no consideration.

CURRENT SITUATION

With that background, Council in 2009 agreed to a further lease term of five (5) years for the lease of 25 Alexander Street to South East Community Access Radio.

This provides for both the lease term and loan term to expire on same date i.e. 31st August, 2014.

CONCLUSION

Given that there has been no Council resolution to give effect to the transfer of the property, it will be recommended that this now occur.

RECOMMENDATION


(b) Council authorise the transfer of the freehold title to South East Community Access Radio (SECAR) on 31st August, 2014 for nil consideration on the condition that:

(i) SECAR has extinguished all outstanding loan principal repayments, to Council;

(ii) SECAR (or it’s successors) are still in existence in 2014.

(c) the Mayor and CEO be authorised to execute any documentation in relation to the property transfer.

Grant HUMPHRIES DIRECTOR - CORPORATE AND COMMUNITY SERVICES

Sighted:

Greg MULLER CHIEF EXECUTIVE OFFICER

26th October, 2011

MJT

(Refer Item of Corporate and Community Services Minutes)

COUNCIL MEETING 15TH NOVEMBER, 2011

CORPORATE AND COMMUNITY SERVICES COMMITTEE MINUTES – 8th November, 2011

►13. CORPORATE AND COMMUNITY SERVICES REPORT NO. 57/2011 - South East

Community Access Radio - 25 Alexander Street - Ref. AF11/1471

Goal: Building Communities Strategic Objective: Support the community’s development through nurturing

collaborative relationships and partnerships and through direct access to Council for recognition, funding facilitation and in kind support.

Cr Richardson moved it be recommended:


(b) Council authorise the transfer of the freehold title to South East Community Access Radio Inc. (SECAR) on 31st August, 2014 for nil consideration on the condition that:

(i) SECAR has extinguished all outstanding loan principal repayments, to Council;

(ii) SECAR (or it’s successors) are still in existence in 2014.

(c) the Mayor and CEO be authorised to execute any documentation in relation to the property transfer and meet all costs of the transfer;

(d) SECAR be commended on their long term achievements and their commitment to the property and the community generally in repaying the loan principal to Council.

Cr Lee seconded Carried

Cr Maher moved the recommendation of the Corporate and Community Services Committee as contained in item 13 be adopted.

Cr Richardson seconded Carried

Attachment 2

Attachment 3

PROPOSAL FOR REVOCATION OF CLASSIFICATION AS COMMUNITY LAND

25 Alexander Street, Mount Gambier CT 5180/718 Section 194 Local Government Act 1999

REPORT

1. Reasons for the Proposal. Council has been approached by South East Community Access Radio Incorporated (5GTR FM) requesting

the transfer of the freehold title of property occupied at 25 Alexander Street, Mount Gambier.

The freehold title of the subject property and building was purchased by Council in 1994 for the purpose of

accommodating the South East Community Access Radio (5GTR FM). South East Community Access Radio has serviced the loan obtained by Council to purchase the property, with the final payment due in June 2014.

During the term of the loan Council has formally recorded its intention to transfer the freehold title of the

property to South East Community Access Radio Inc. on repayment of the loan.

The property is classified as community land in accordance with the provisions of the Local Government Act

1999. Despite the property having been eligible for exclusion from this classification, the necessary process for exclusion was not undertaken.

It is necessary to revoke the classification as community land before the land is able to be transferred to

South East Community Access Radio Inc.

2. Statement of any Dedication, Reservation or Trust

The subject property being Allotment 102 in Deposited Plan No 240 is contained in Certificate of Title Volume 5180 Folio 718 and is registered in the name of the City of Mount Gambier.

No Government assistance was provided to acquire the land.

The land was purchased as freehold title in 1994 with a loan serviced by South East Community Access Radio Inc. and has not been subject to any reservation, dedication or trust.

3. Purpose of Proposal.

To enable the transfer of the whole of the subject property at 25 Alexander Street, Mount Gambier to the

South East Community Access Radio Inc.

4. Affect of the Proposal. 25 Alexander Street was purchased as freehold title for the sole purpose of accommodating South East

Community Access Radio Inc (5GTR FM). The purchase was funded by a 15 year (extended to 20 years) loan

that the occupier (South East Community Access Radio Inc) has serviced loan over the 20 year term. The occupier has also been responsible for all maintenance and expenditure on the site over that period.

A Community Land Management Plan was adopted for the property (Asset 109) in April 2003 with the

following description, purpose and objectives:

General Description:

Allotment containing building used as a radio station.

Purpose of Land: To provide for a community radio broadcasting facility.

Objectives of Land: To provide a community reserve within an area of development (currently used as a radio station).

The ownership/holding of the property at 25 Alexander Street has been at nil cost to the community, and has been subject of a lease to South East Community Access Radio Inc for the full duration of Council

ownership.

The land does not provide open space or any other community benefit (with the exception of

accommodating the radio station) and it is not anticipated that the revocation and transfer will have any impact on the community.

4. Owner of the Land.

The subject land is owned by the City of Mount Gambier.

Location - 25 Alexander Street (Lot 102)

Photo - 25 Alexander Street (Lot 102)

Subject Property 25 Alexander Street (Lot 102)

Civic Centre

CORPORATE AND COMMUNITY SERVICES REPORT NO 47/2014

SUBJECT: INDUSTRIAL RELATIONS ASU & AWU ENTERPRISE AGREEMENTS

REF: AF11/1090, AF11/1092

Goal: Governance Strategic Objective: Develop and maintain a valued, adaptable, skilled and motivated

workplace.

In April 2014 Council received Corporate and Community Services Report No. 27/2014 in relation to the status of negotiations for the next ASU and AWU Enterprise Agreements. A further update was provided to Councillors via Memo on13th June 2014.

To date each of the parties have tabled a range of matters for negotiation reflecting positive aspirations for both the employer and the employee. The Director Operational Services and Manager Human Resources are working closely to ensure that, as much as possible, the two Agreements are aligned.

Current Position Council’s representatives are currently finalising Agreements with the employee groups and have negotiated a wage adjustment of 3.5% for each year of the three year Agreement.

In reaching the salary adjustments significant comparisons and reviews were conducted of local government workplace agreements in this region, other South Australian regional cities and Adelaide Councils. Further consideration was given to national workplace adjustments and current and projected CPI movements. In summary the outcomes of both agreements are deemed to be fair and reasonable with a focus on change and productivity, stable, committed and focused workforce.

Adjustments via the workplace Agreements have been factored into the 2014-2015 budget.

AWU employees voted on 26th June to accept the final draft Agreement and the Agreement will now go to a formal vote.

ASU employees have concluded a series of consultation sessions and the draft document has now been finalised. It is anticipated that the Agreement will go to a final vote by the end of July.

A copy of the final draft Agreements for the ASU and AWU employee groups are attached (note that some minor, non-material alterations may be required prior to the final employee vote and submission to the Industrial Relations Commission).

As noted in the April report, the development of both Agreements, commencing in February 2014, has involved employee consultative groups meeting regularly with management over the past five months and information and feedback given to and from staff. Council has been represented by Councillor Smith and Councillor Lee (Proxy).

RECOMMENDATION

(a) Corporate and Community Services Report No. 47/2014 be received.

(b) Council hereby endorse the draft ASU Enterprise Agreement Number 9, 2015 and the draft AWU Enterprise Agreement Number 9, 2015 noting that agreement is pending a final vote by all staff.

(c) Council hereby authorise the Chief Executive Officer to make minor modifications of a non-material nature to the Agreements and to approve both Agreements for presentation to the Industrial Relations Commission.

Mark McSHANE CHIEF EXECUTIVE OFFICER

DRAFT

City of Mount Gambier

ASU Enterprise Agreement

Number 9, 2015

(to commence 1st January 2015)

This Enterprise Agreement

is made pursuant to the

Fair Work Act 1994

This day of 2015.

between the

CITY OF MOUNT GAMBIER 10 Watson Terrace

Mount Gambier

AUSTRALIAN SERVICES UNION

PROFESSIONALS AUSTRALIA

The terms and conditions agreed between the parties are set out herein.

City of Mount Gambier ASU Enterprise Agreement #9, 2014

1. Title

This Agreement shall be known as the City of Mount Gambier ASU Enterprise Agreement No 9 of 2015.

2. Index

1. TITLE 1

2. INDEX 1

3. DEFINITIONS 3

4. PARTIES BOUND 5

5. AIMS & OBJECTIVES 5

6. PERIOD OF OPERATION 6

7. EMPLOYEE CONSULTATIVE COMMITTEE 6

8. EMPLOYMENT SECURITY 7

9. CONSULTATION AND EMPLOYEE RELATIONS 8

10. PRODUCTIVITY AND CHANGE 8

11. RELATIONSHIP TO THE AWARD 6

CONDITIONS PROTECTED 6

12. DISPUTE RESOLUTION 9

13. TRAINING (CAREER DEVELOPMENT) 11

FLEXIBILITY 11 DEVELOPMENT 11 STUDY LEAVE 12 FIRST AID/CPR TRAINING 12

14. LOCAL AREA WORKPLACE AGREEMENTS (LAWA'S) 12

15. LEAVE 13

PERSONAL LEAVE 13 LONG SERVICE LEAVE ERROR! BOOKMARK NOT DEFINED. PARENTAL LEAVE 13

16. CORPORATE WARDROBE 14

17. HOURS OF WORK 14

TIME OFF IN LIEU 15 ROSTERED DAYS OFF 15 SEVEN-DAY WORK ENVIRONMENTS 16 THE MOUNT GAMBIER LIBRARY EMPLOYEES 16 THE MAIN CORNER EMPLOYEES 18


THE LADY NELSON VISITOR INFORMATION & DISCOVERY CENTRE EMPLOYEES 19

18. PART-TIME EMPLOYEES 21

19. JOB SHARE 21

20. PAYMENT OF WAGES 22

21. RECLASSIFICATION 22

22. EMPLOYEE WORK HEALTH AND SAFETY 22

23. SUPERANNUATION 23

SALARY SACRIFICING 23

24. JOURNEY INSURANCE 24

25. INCOME PROTECTION INSURANCE 24

26. VOLUNTEERS 25

27. VOLUNTEER / COMMUNITY SERVICE LEAVE 25

28. REVIEW OF AGREEMENT 25

29. NO FURTHER CLAIMS 25

30. WAGE RATES 26

31. SIGNATORIES 26

SCHEDULE 1 28

(LAWA - GENERAL INSPECTORS) 28

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3. Definitions

“Agreement" is the City of Mount Gambier ASU Enterprise Agreement No. 9 of 2015.

"ASU" shall mean the Amalgamated ASU (SA) State Union (known as the Australian Services Union), referred to in this document as the ASU or as the Union.

"Award" shall mean the South Australian Municipal Salaried Officers Award.

"Best Value" shall mean the process of securing continuous improvement within Council in the exercise of all functions undertaken by Council, whether statutory or not, having regard to a combination of economic, efficiency and effectiveness measures.

"Chief Executive Officer" shall mean the Chief Executive Officer of the City of Mount Gambier or person acting in that position.

"Consultation" is the sharing of information and exchange of views between the parties and provides employees with the genuine opportunity to contribute effectively to decisions which are likely to have a significant effect(s) on their employment. It provides employees with the opportunity to have their viewpoints heard and taken into consideration prior to a decision being made.

"Council" means the employer – the City of Mount Gambier. The CEO (or delegate) is the primary decision-maker of Council with regards to employees covered by this Agreement and the Award, in this context “Council” may refer to the CEO, a Director, or Manager of an individual employee or workgroup.

"Employee" means a person employed by the City of Mount Gambier who performs work covered by this Agreement and the Award.

"ECC” means the employee Consultative Committee which is the consultative mechanism for negotiating, reviewing and monitoring Enterprise Agreements with the ASU and PA, and their members, and considering concerns and/or disputes arising from the operation of the Enterprise Bargaining Agreements.

"Natural Attrition" is the gradual reduction in the number of employees by natural means over time.

"PA" is Professionals Australia, referred to in this document as PA or as the Union.

"Resource Sharing" shall mean the concept of co-operation and sharing of resources, human, financial and material, with other organisations and Local Government bodies.

"Salary" shall mean the employee's classified salary pursuant to the South Australian Municipal Salaried Officers Award and the wage rates/salary contained in the City of Mount Gambier ASU Enterprise Agreements.

"Significant Effect(s)" shall mean and include termination of employment, major changes in the composition, operation or size of the workforce or skills required, the elimination or diminution of


job opportunity, promotion opportunity or job tenure, the alteration of hours of work, retraining or relocation and the restructuring of jobs.

"Union" means the Amalgamated ASU (SA) State Union and/or the PA in respect of their members employed by the City of Mount Gambier.

"Work Group(s)" shall mean the grouping of employees that have a similar function, task or have a common objective. Council's existing work groups are delineated by the organisational structure or through the current association of employees undertaking particular roles or projects. Most employees are able to immediately identify with at least one work group.

"Workplace Change" shall mean the nature of change described in the definitions for "Consultation" or "Significant Effect(s)".

"Workplace Representative" shall mean an Amalgamated ASU (SA) State Union (ASU) or Professionals Australia (PA) member elected from the membership appointed under the rules of the relevant union, whose role is to effectively represent the interests of members at the workplace.

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4. Parties Bound

The Agreement will be binding on:

City of Mount Gambier in respect of its employees engaged pursuant to the Award.

Employees of Council covered by the Award.

The ASU in respect of its members engaged by the City of Mount Gambier.

The PA in respect of its members, engaged by the City of Mount Gambier.

5. Aims & Objectives

The Agreement aims to develop, support and enhance a flexible work force and management structure committed to productivity and efficiency improvement within the changing nature of local government.

These aims and objectives will remain in place during the life of the Agreement unless amendments to legislation require Council to implement alternative arrangements.

The Agreement contributes to the attraction and retention of flexible, skilled and committed workforce, and supports our strategic vision:

Mount Gambier is the Most Liveable City in Australia, Where the People in the Community are Secure, Prosperous, Healthy and Valued

and our strategic mission:

To Serve the People Who Live and Visit Our City By Working With Our Community’s to Ensure Safety, Access, Equity and Continuous Improvement

in Infrastructure, Planning, Services and Governance

The Agreement supports the achievement of organisational objectives by:

Building and maintaining a culture of trust between all employees, employees and Councillors, Council and community.

Providing all employees with the skills, knowledge and capabilities to enable them to deliver quality services that are valued by our community;

Facilitating optimum delivery of strategic and corporate objectives;

Building and celebrating a culture of excellence in our services and programs;

Ongoing productivity and efficiency improvement; and

Increased job satisfaction and the provision of a sustainable level of job security, benefits and condition for employees.


The parties recognise the importance of cultural change in the workplace as fundamental to improved service delivery and agree to take an integrated approach to achieving workplace objectives.

Employees agree to actively promote an environment of trust, respect and empathy in working with each other and agree to respect the contributions and opinions of all employees regardless of position, background or longevity of employment at Council.

The parties agree to improve internal partnerships and cooperation and to focus on a culture of employee relations in which consultation is an essential ingredient to workplace change.

6. Relationship to the Award

This Agreement shall be read in conjunction with the Award. Should there be any inconsistency between the Agreement and the Award, the Agreement will prevail to the extent of the inconsistency.

Conditions Protected

The Agreement shall not operate so as to cause any employee to suffer a reduction in base remuneration or in National Standards, such as hours of work, annual leave, long service leave, sick leave, personal leave, parental leave etc pursuant to the Fair Work Act 1994.

7. Period of Operation

The Agreement will come into force from the first of January 2015 and remain in force until the 31st December, 2017. The parties agree that negotiations for the next Agreement will commence no later than 6 months prior to the expiration of the Agreement.

8. Employee Consultative Committee

The Employee Consultative Committee (ECC) members will create and maintain an environment that facilitates the opportunity for open and respectful discussion of issues, and:

provides a forum for discussion of any issues raised by employees relating to the workplace or working conditions;

canvases, supports and engages employees, providing consolidated representation during enterprise bargaining negotiations; and

facilitates two-way consultation and communication between ECC, Unions and Council regarding arrangements within the current Agreement.

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The ECC membership will consist of up to six employee representatives and up to three employer representatives.

The ECC will endeavour to comprise a demographic representation of the workgroups bound by the Agreement such that views of the workgroups can be represented and the committee member can be point of contact for employees to the ECC.

Decisions will be made by consensus with a vote taking place if a position is reached where all are not in agreement. Should an ECC member not be able to attend a meeting, a proxy may attend on the committee members behalf which includes voting rights.

9. Employment Security

For the life of the Agreement there shall be no forced redundancies but employee numbers may be reduced through natural attrition.

Employees commit to becoming fully trained and multi-skilled to enhance organisational flexibility and agree to undertake any work as directed across or within their classification level providing that such work is within the limits of their skill, competence and training.

Where a position is made redundant through organisational change, employees will be redeployed into a position of equal classification, or if it is agreed by Council and the employee that this is not feasible:

The employee may agree to the redeployment, with such agreement not being unreasonably withheld;

On commencement of a new position the employee’s salary will remain frozen at that rate until the new position reaches an equal salary rate;

Any employment benefits attached to the former position will be maintained;

Council will provide training to assist the redeployed employee into the new position;

If an employee is seconded or transferred to another Local Government Authority or Council as a result of resource sharing, there shall be no detriment to employment security or conditions.

Council and employees commit to resource sharing and partnerships in order to maximise the efficient utilisation of human, financial and material resources of Council in all areas of service and operation.

Where resource sharing or partnership arrangements require variations in pay rates, hours of work or conditions, these are to be agreed with the affected employees prior to the commencement of these other duties.

When an employee returns to work with Council, the employee shall revert to the substantive classification occupied with Council prior to the secondment or transfer.


In the event of an amalgamation occurring involving Council, a Joint Enterprise Bargaining Negotiating Committee will be formed comprising equal employee and employer representatives from each Council.

10. Consultation and Employee Relations

Employee consultation will be a standard feature of Council’s organisational culture and will be integral to the implementation and management of organisational change. Where organisational change is anticipated, Council will notify all affected employees individually, collectively, via the ECC and/or via the ASU Workplace Representative.

11. Productivity and Change

The parties acknowledge that employees will at times be required to work in ways that maximise skills, knowledge and abilities beyond the Award and position description.

The parties acknowledge that employees will need to engage in organisational productivity and change strategies and that the more employees are involved in change processes, the greater the effectiveness of the positive change and resultant productivity.

The parties acknowledge that training and education of employees may be required to assist individuals and work groups to achieve outcomes, identify and implement performance targets and other strategies.

The parties are committed to ongoing productivity improvement, change management and building on the progress made during previous enterprise agreements.

More specifically, employees agree to:

Be actively involved in training, support, effective implementation, enforcement and application of corporate software systems including, but not limited to:

- Authority and it’s applications: Business Intelligence (BIS), Online Requisitioning (OLR) and Performance Manager (PM);

- TRIM records management system;

- Exponare (GIS);

- Microsoft Office suite;

- Centaman receipting and bookings software (Lady Nelson and Main Corner employees); and

- the statewide One Card system (Library employees);

- Any other software as required.

Adopt an integrated approach to the support and implementation of a robust, sustainable safety culture including:

- commitment to the effective implementation and application of Work Health and Safety (WHS) management systems; and

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- ensuring that all Council operations are undertaken with minimal risk to staff and others at all times.

Actively participate and demonstrate commitment to a risk management culture by:

- systematically identifying, assessing and controlling risks in the workplace; and

- taking a risk management approach to the integration of innovative solutions leading to increased accountability and continually improving systems.

Adapt to the ongoing complexities of local government by supporting strategies to deal with increased legislative compliance and governance obligations.

Work constructively to achieve successful strategic and business related outcomes through the performance development and review process in accordance with Council’s guide to the employee performance development & review process 2014;

Demonstrate and uphold the principles of good conduct and behavioral standards defined within the mandatory employee code of conduct;

Commit to the effective implementation and application of decentralised budget management where managers, with workgroup support, are responsible and accountable for developing, monitoring and reviewing their workgroup budgets;

Continued involvement in and commitment to, Council’s corporate business unit and strategic planning processes;

Embrace and support Council’s customer service charter;

Ongoing involvement in and commitment to the internal staff climate survey and implementing processes to enhance Council culture; and

Commit to the application of Environmental Sustainability and the Natural Step Framework principles by using the Comprehensive Holistic Assessment Tool (CHAT tool) to assess potential projects.

Employees further commit to the effective implementation and application of corrective actions and strategies to address issues identified in these processes.

12. Dispute Resolution

An employee may be supported by a workplace and/or union representative or other advocate of their choice in any meetings/discussions relating to grievances or disputes.

Any grievances or dispute relating to the Agreement or employment conditions generally will be addressed by the following process:

1. The employee, workgroup, workplace representative and/or nominated advocate will initially contact the relevant manager/supervisor and attempt to settle the matter at the immediate supervisor level.

2. Where negotiations with the immediate supervisory do not result in resolution, the employee will meet with the relevant manager/supervisor, Manager Human Resources and/or delegate to attempt to resolve the issue.


3. If the matter is still unable to be settled, the employee will meet with the relevant Director and the Manager Human Resources and/or delegate. Where resolution has not been reached at this stage, the CEO will meet with the employee, Manager Human Resources and the relevant Director.

4. If after following the steps above, the matter is still unresolved, Council, the employee, or their representative(s) may approach the South Australian Industrial Relations Commission for assistance by conciliation and if necessary, arbitration. and the parties shall accept the final outcomes of the arbitration.

The process contained in points 1-3 above will ideally completed within fourteen working days of the issue being raised. Where this is not practicable all parties shall be notified.

Responsibilities

Employees:

Notify their supervisor promptly of any matters that may require resolution and where possible attempt to resolve any issues or conflict

Research all relevant information relating to the matter prior to lodging a formal complaint.

Manager/Supervisor:

Maintain communication with the employee or groups of employees whilst the matter is being investigated

Resolve the matter as quickly as possible

Refer the matter to the next level of management if it falls outside of their respective authority or area of responsibility

Formally notify the employee or groups of employees and, where involved, the nominated representative/advocate, of the resolution and/or action to be taken in response to the complaint.

Human Resources:

Review any matter objectively and ensure employees are treated fairly and equitably

Immediately brief workplace representatives (and/or Union officials where involved) if the matter is considered to be serious

Provide all parties with advice and assistance.

Union representatives/officials:

Explore avenues to resolve issues internally wherever possible

Brief Human Resources immediately if the matter is considered to be serious.

Chief Executive Officer:

Ensure that all matters are resolved in a fair and equitable manner and as quickly as possible.

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13. Training (Career Development)

It is recognised that participation in training and development programs will result in a more skilled workforce with the potential for improved productivity, efficiency and quality of customer service and improved career options.

In accordance with Council’s Performance Development & Review Process, employees will receive feedback in regard to their performance development and training needs and an annual training and development plan will be defined for each employee in consultation with their supervisor.

Allocation of training funds will be in accordance with an annual training plan that will take into account training needs identified via the performance development and review process and will align to the strategic and organisational needs of Council.

Prioritisation of training funds will be in accordance with Council’s Guide to the Employee Performance Development & Review Process 2014 as follows:

Priority 1 - legislative/mandatory training

Priority 2 – training to achieve core competency

Priority 3 - professional development (related to position)

Priority 4 - professional development (not related to position)

Priority 5 - personal development

Council will ensure that all employees across all levels of the organisation have a fair and equitable opportunity for training and will maintain a register of relevant details.

Flexibility

As a means of providing greater flexibility in the provision of training and development opportunities, subject to agreement, time may be spent at training programs or seminars conducted on a Saturday or other agreed times outside of ordinary hours.

By mutual agreement time spent at such training shall be paid at ordinary time or alternatively may be taken as time in lieu.

Council will provide child care or reimburse reasonable child care expenses incurred for employees with family responsibilities who would be unable to attend training outside their normal hours of work without child care arrangements.

Development

Providing staff members with the opportunity to gain experience through performing other duties at a higher level or the same level is seen as a method of developing staff members for now and the future. Accordingly, where possible Council will provide employees with the opportunity to:

Perform other duties whilst other employees are on leave before any external resources are utilised; and

Participate in project work that may otherwise be undertaken by external consultants.


The allocation of duties and responsibilities will be decided by the relevant Manager based on competency and availability acknowledging that sharing workload between a number of individuals may also provide development opportunities.

Study Leave

Employees undertaking courses of study directly relating to their current employment and position description, may be allowed time off with pay, of up to five hours per week (including travelling time) to attend lectures and/or examinations, subject to the following provisions:

courses are appropriate to the employee's current role and position description; and

the leave is approved by the CEO.

Employees undertaking approved courses of study by external study modes, may be permitted time off with pay of three (3) hours per week for the purposes of completing exercises/assignments which are essential to the course and are necessary for practical training and examinations.

Where an employee is directed by Council to undertake a course of study or attend a training course, Council shall be responsible for all fees paid in respect of such course.

In determining whether to approve a study leave application (either in full or in part) the CEO shall have regard to operational/organisational matters and the effect of such regular absence of work arrangements as well as the other criteria referred to above.

First Aid/CPR Training

Council agrees to reimburse a once-of payment not exceeding $200 (ex GST) to any employee covered by this Agreement who chooses to attend a recognised first aid or CPR training course during the term of this Agreement. Attendance at such training will be in the employee’s own time.

14. Local Area Workplace Agreements (LAWA's)

In addition to the LAWA’s in operation pursuant to Schedule 2, further LAWA(s) may be negotiated between a work group and the Council, subject to the following:

The LAWA's should be utilised to facilitate and assist the operational/work units to become more competitive in the emerging competitive environment.

Agreements should be entered into by mutual agreement without coercion, and be for a fixed term and recorded in writing.

The LAWA may prescribe employment and working arrangements different to those prescribed under the Award and Agreement, subject to a "no disadvantage test" being applied by the Australian Industrial Relations Commission against the Award.

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15. Leave

Unless stated otherwise, all leave entitlements will be in accordance with Part 6 of the South Australian Municipal Salaried Officers Award.

Personal Leave

The current Award entitlement of two weeks sick leave per annum shall be converted to seventy-six hours per annum.

Bereavement leave is available to employees in accordance with clause 6.3 of the Award.

A maximum 152 hours of sick leave entitlement per 12-month period, can be used by an employee where they are primarily responsible for providing care to members of their household or immediate family members.

On request from Council, the employee will provide medical certificates or other agreed documentation, such as a statutory declaration to Council.

An employee may apply for personal leave of 15.2 hours per annum on account of other urgent personal or family needs. Such leave shall be debited against sick leave.

Where possible, employees will be required to give prior notice of absence for personal leave to enable Council to cover absences.

A medical certificate or other bona-fide evidence of illness may be requested:

for consecutive sick leave of more than two normal working days;

where sick days adjoin a public holiday, rostered day off or other approved leave;

where Council considers such a request is warranted.

Employees will notify Council of their absence from work by the start time of the day of absence and are encouraged to advise prior to this where possible.

Parental Leave

An employee who becomes entitled to parental leave under Clause 6.5 of the Award shall be entitled to payment subject to the following limitations and conditions:

Maternity Leave

An employee who has completed a minimum of one (1) year continuous service with Council (prior to commencing maternity leave) shall whilst on maternity leave be entitled to be paid for five (5) weeks at normal salary or ten (10) weeks at half pay (pro rata for part time employees).

Paternity Leave

An employee who has completed a minimum of one (1) year continuous service (prior to the birth of the child) shall be entitled to be paid for one (1) week at normal salary whilst on paternity leave or two (2) weeks at half pay (pro rata for part time employees).


Adoption Leave

An employee who submits satisfactory evidence to Council that they are an approved applicant for the adoption of a child and will be the primary care giver shall be entitled to the provisions contained herein under Maternity and Paternity Leave above.

General Provisions

The payments provided for Maternity and Paternity Leave above are additional to payments made under the Federal Governments Paid Parental Leave Scheme.

16. Corporate Wardrobe

Council recognises that a standard uniform presents a professional public image and accordingly all employees will be dressed in the agreed Corporate Wardrobe.

All existing employees including permanent full time, permanent part time (which may include casuals at the discretion of the CEO) under the Agreement shall receive up to four hundred dollars (inc. GST) per annum towards the cost of the approved corporate wardrobe. Provided however that any amount not reimbursed in a year (up to the $400) shall be carried over to the next year on the basis that it must be expended by the employee before the end of that year.

On completion of the required probationary period new employees shall receive a once-off contribution of up to four hundred dollars (inc GST) towards the cost of the approved corporate wardrobe in addition to the above.

The above clauses do not apply where employees are required to comply with Council policy relating to the wearing of a particular uniform or personal protective equipment. In these circumstances, Council is responsible to pay the full cost of the uniform.

All new employees on fixed term contracts of employment engaged for twelve (12) months or less are not entitled to any payment towards the cost of a corporate wardrobe.

All new employees on fixed term contracts of employment for a period greater than twelve (12) months may, at the discretion of their supervisor receive up to four hundred dollars towards the cost of the approved corporate wardrobe. Should a fixed-term contract result in an employee becoming permanent, full entitlements under this clause will apply immediately.

The parties agree that the preference should be to purchase corporate clothing from a Mount Gambier based supplier where practical in order to be seen to be supporting local businesses.

17. Hours of Work

The ordinary hours of work for full-time employees is 152 hours worked over each four-week cycle, to be worked between 7.00am and 7.00pm Monday to Friday inclusive, unless other arrangements have been agreed in writing between the employee and Council. This clause shall not apply to any existing employee who is subject to a formal Local Area Workplace Agreement or Seven-Day Work Environment.

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The start and finish times will be determined by negotiations between Council and the employees, which may be different from one section to another.

Subject to any alternatively agreed arrangements provided for above, the standard start and finish time each working day is 8.30am to 5.15pm with a forty five (45) minute unpaid lunch break to be taken between 11.30am and 2.30pm.

Work outside the standard start and finish times of employee(s) shall only be carried out under the direction of Council with the mutual agreement of the employee(s) involved. The agreement of employee(s) should not be unreasonably withheld.

Time Off In Lieu

Should an employee be required to work in excess of the ordinary one hundred and fifty two hours per four week block and/or in excess of eight hours per day up to twelve hours per day, such hours shall be taken as time off in lieu (TOIL) on a time for time basis within the current or subsequent four‐week block.

TOIL may be accrued and taken with the mutual agreement of the employee and council. All applications for TOIL accrued or taken must be made in advance.

The parties acknowledge that additional hours worked by an employee without prior approval cannot be accepted as a TOIL accrual except in extenuating circumstances approved by the Director or CEO.

An employee may elect, with the consent of Council to work “make-up time”, under which the employee takes time off during ordinary hours, and works those hours at a later time, during the spread of ordinary hours provided in this Agreement provided that such time is applied for and approved using Council’s standard leave application form.

Any such TOIL is to be taken at a mutually agreed time; such agreement shall not be unreasonably withheld by the employee(s) or Council.

Where it is impractical or Council prefers the employee not take the additional hours as TOIL, additional hours may be paid out on a time for time basis.

Rostered Days Off

All Full Time employees shall work a standard day of 7.6 hours and all absences will be recorded as 7.6 hours by payroll.

Full time employees accrue an RDO by working an 8 hour day, accruing 0.4 hours towards an RDO.

When a total of 7.6 hours or more have been accrued, employees are eligible to apply for and take an RDO.

If on any one day, an employee is absent from work due to a public holiday or any other type of leave the employee will not accrue the 0.4 hours towards an RDO.

In order to compensate for times when the employee may not have accrued sufficient time towards an RDO due to absences, Council will allow employees to go into arrears by a maximum of 7.6 hours or one full day,


RDO’s can only be taken as full days (7.6) or half days (3.8).

Recognising the needs of the workgroup and after negotiations between the employee and Council, a maximum of three RDOs (22.8 hours) can be accumulated to be taken at a mutually convenient time.

Seven-Day Work Environments

Councils Community Services and Development Division through negotiation have developed workplace arrangements for all seven day work environments within the Division.

The Library Manager, Main Corner Co-ordinator, and Team Leader Visitor Information are exempt from the below conditions and will work in accordance with the standard arrangements agreed to in the Agreement.

THE MOUNT GAMBIER LIBRARY EMPLOYEES

Span of ordinary hours shall be between 7.00am – 8.00pm.

Variation to normal working hours

Management may vary normal working hours within the span of 7.00am – 8.00pm Monday to Sunday. Mutual agreement is required for normal working hours to commence between 7.00am – 8.00am and or finish between 7.00pm-8.00pm. Such agreement will not be unreasonably withheld.

Two week’s notice to vary normal working hours will be given unless mutually agreed otherwise.

This provision will not override normal working hour arrangements where employees already work within the span 7.00am-8.00pm

Hours of Work

The ordinary standard working day is 7.6 hours with an unpaid meal break of sixty minutes to be taken between 11.30am and 2.30pm.

The employees engaged at the Mount Gambier Library shall work in accordance with a mutually agreed roster with the following features;

The Library operates over seven days of the week and accordingly employees may be rostered or requested to work on any of the seven days; provided that no more than forty hours per week are worked without over time or time off in lieu (TOIL) arrangements applying and that no more than six consecutive days are worked.

To effectively cover the Library opening hours and other normal requirements of the Library, the Library Manager will prepare an employee roster (in consultation with library employees). The library roster will be a continual cycle of three week periods, which could include one day of one weekend in the three week cycle.

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For example:

Wk 1 Mon – Fri

Wk 2 Mon – Fri

Wk 3 Mon – Fri + either a Sat or Sun as negotiated with Library Manager

Work on public holidays will be performed by employees on a rotating basis, with any changes being made by mutual agreement between the Library Manager and the employee with a minimum of four week’s notice.

Any change between rosters shall be by mutual agreement between the Library Manager and the employee concerned.

The Library will be open between the hours of 12 noon and 3pm on public holidays except the following days (and any gazetted public holiday in lieu of the following days) when the Library will be closed: Christmas Day, New Year’s Day and Good Friday. Provided however, that the Library shall not open before 12 noon on ANZAC Day

Within the first year of this Agreement the Council undertakes, in consultation with Library staff, to review the following Public Holiday operating hours: Boxing Day, Anzac Day and Easter Saturday to Easter Monday. The review to include, but may go beyond the issues of customer patronage, resourcing and staff work balance.

Hours Flexibility

Where additional flexible hours are worked (i.e. beyond normal hours (but not exceeding twelve hours) during periods before 7.00am or after 8.00pm Monday to Friday, or at weekends the employee shall accrue TOIL at the hourly rate of time applicable.

Loadings on Rostered Hours and Flexible Hours

The following loadings apply in respect of ordinary rostered hours and flexible hours:

50% before 7.00am or after 8.00pm Monday to Friday

62.5% on Saturdays

62.5% on Sundays

150% on public holidays (within the span of hours)

Special Occasions

A maximum of 20 ordinary hours per annum (maximum 6 occasions per year) can be worked outside the span of ordinary hours Monday to Friday, paid at Single time, for the purpose of employee meetings, training and occasional Council activities. Unless otherwise mutually agreed, at least two weeks’ notice will be provided to employees. If it is functionally impractical to provide two weeks’ notice, a minimum of one weeks’ notice will be provided.

Higher Duties Allowance


An employee classified at Level 2 who is nominated as the Library Officer in charge on any particular Saturday, Sunday or Public Holiday shall be paid at the rate of Level 3 Step 1 for the time worked on the Saturday, Sunday or Public Holiday as the Library Officer in Charge.

THE MAIN CORNER EMPLOYEES

Span of ordinary hours shall be between 7.00am – 8.00pm.


Management may vary normal working hours within the span of 7am-8pm. Mutual agreement is required for normal working hours to commence between 7am-8am and or finish between 7pm-8pm. Such agreement will not be unreasonably withheld.


This provision will not override normal working hour arrangements where employees already work within the span 7am-8pm.

Hours of Work

Employees engaged at the Main Corner shall work in accordance with a mutually agreed roster with the following features;

The Main Corner operates over seven days of the week and accordingly employees may be rostered or requested to work on any of the seven days provided that no more than forty hours per week are worked without overtime arrangements applying and that no more than six consecutive days are worked.

To effectively cover the Main Corner opening hours and other normal requirements of the Main Corner, the Main Corner Coordinator will prepare an employee roster (in consultation with employees). The Main Corner roster will cover three week periods.

Main Corner employees engaged before the 1st of July 2012 will be exempt from the above for the first two years of the Agreement, that is until 1st of January 2017.

Main Corner employees engaged before the 1st of July 2012 will have the opportunity to request additional hours on public holidays be made available to them

Work on public holidays will be performed by employees on a rotating basis, with any changes being made by mutual agreement between the Main Corner Coordinator and the employee with a minimum of four week’s notice.

Any change between shifts shall be by mutual agreement (in writing) between the Main Corner Coordinator and the employee concerned.

The Main Corner will be open between the hours of 10.00am and 3.00pm on public holidays except the following days (and any gazetted public holiday in lieu of the following days) when the Main Corner will be closed: Christmas Day, New Year’s Day, and Good Friday. Provided however, that the Main Corner shall not open before 12 noon on ANZAC Day.

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Within the first year of this Agreement the Council undertakes, in consultation with Main Corner staff, to review the following Public Holiday operating hours: Boxing Day, Anzac Day and Easter Saturday to Easter Monday. The review to include, but may go beyond the issues of customer patronage, resourcing and staff work balance.

Hours Flexibility

Where additional flexible hours are worked (i.e. beyond normal hours (but not exceeding twelve hours) during periods before 7.00am or after 8.00pm Monday to Friday, or at weekends the employee shall accrue TOIL at the hourly rate of time applicable.




50% on Saturdays

75% on Sundays


Special Occasions

A maximum of 20 ordinary hours per annum (maximum 6 occasions per year) can be worked outside the span of ordinary hours Monday to Friday, paid at Single time, for the purpose of employee meetings, training and occasional Council activities. Unless otherwise mutually agreed, at least two weeks’ notice will be provided to employees. If it is functionally impractical to provide two weeks’ notice, a minimum of one weeks’ notice will be provided.


An employee classified at Level 2 who is nominated as the Customer Service Officer in charge on any particular Saturday, Sunday or Public Holiday shall be paid at the rate of Level 3 Step 1 for the time worked on the Saturday, Sunday or Public Holiday as the Customer Service Officer in Charge.

THE LADY NELSON VISITOR INFORMATION & DISCOVERY CENTRE EMPLOYEES



Hours of Work

The ordinary standard working day is 7.6 hours with an unpaid meal break of sixty minutes to be taken between 11.30am and 2.30pm.

Subject to the Hours Flexibility provision, the ordinary hours of work for the Lady Nelson Visitor and Discovery Centre employees shall be in accordance with the following;

The Lady Nelson Visitor Information and Discovery Centre operates over seven days of the week and accordingly employees may be rostered or requested to work on any of the seven days provided that no more than forty hours per week are worked without over time arrangements applying and that no more than five consecutive days are worked.


The employees engaged at the Lady Nelson Visitor Information and Discovery Centre shall work in accordance with a mutually agreed roster with the following features;

Ordinary rostered hours will be within the span of hours 7.00am to 7.00pm (Monday to Sunday inclusive);

Loadings will apply to work at weekends, public holidays and before 7.00am and after 7.00pm Monday to Friday;

To effectively cover the Lady Nelson Visitor Information and Discovery Centre opening hours and other normal requirements of the Lady Nelson Visitor Information and Discovery Centre, the Team Leader Visitor Information will prepare an eight week continuous employee roster (in consultation with employees). The Lady Nelson Visitor Information and Discovery Centre employees (Customer Service Officers) continuous roster will consist of four days on four days off (i.e. four days over seven days of the week).

Hours Flexibility

The employees engaged at the Lady Nelson Visitor Information and Discovery Centre may work in excess of the normal seven hours per day (or the normal/standard arrangement of eight hours per day with an unpaid meal break of sixty minutes if this arrangement is implemented by mutual consent) to a maximum of twelve hours and accrue such additional time worked as time off in lieu (TOIL) to be taken off (time for time) during the current or subsequent roster;

Such additional time may be worked following negotiation with the employee(s) Supervisor;

Where such additional flexible hours are worked (ie beyond the current seven hours (or the normal/standard eight hours), but not exceeding twelve hours during periods before 7.00am or after 7.00pm Monday to Friday, or at weekends the employee shall have the following options regarding those hours so worked;

Accrue TOIL at the rostered rate of time + 50%

Or

Accrue TOIL at the normal rate (i.e. time for time) with payment being made for the loading of 50%




50% on Saturdays

75% on Sundays



An employee classified at Level 2 who is nominated as the Customer Service Officer in charge on any particular Saturday, Sunday or Public Holiday shall be paid at the rate of Level 3 Step 1 for the time worked on the Saturday, Sunday or Public Holiday as the Customer Service Officer in Charge.

Page 21 of 32

Special Occasions

A maximum of 20 ordinary hours per annum can be worked outside the span of ordinary hours Monday to Friday, paid at single time, for the purpose of employee meetings, training and occasional Council activities. Unless otherwise mutually agreed, at least two weeks’ notice will be provided to employees.

If it is functionally impractical to provide two weeks’ notice, a minimum of one weeks’ notice will be provided.

General Conditions

The permanent part-time officers (designated as Customer Service Officers) who are rostered to work over seven days of the week, are entitled to five weeks annual leave per annum.

Leave loading shall be paid at the rate of twenty percent (20%) in respect of such leave taken in accordance with the Award provision.

18. Part-Time Employees

Subject to employee suitability and the work requirements, existing part-time employees may be offered the opportunity to work additional hours before any new employees or casual employees are engaged.

Part time employees shall be entitled to incremental advancement within a classification level after 12 months service at an incremental step.

19. Job Share

In processing application(s) by employees to job share, Council will take into account the following factors:

The nature of the position, classification and specialisation of the position and its overall suitability for job share;

The need to provide and maintain a high level of customer service;

The need to provide a high level of work continuity within the position;

The need to maintain appropriate levels of accountability for all employees;

The effect on the section/department and overall resources of Council;

Any additional costs that might be incurred by Council and any additional benefits that might be gained by Council as a consequence of implementing the job share arrangement;

Where existing employees seek to enter into a job share arrangement, a written agreement shall be developed for acceptance by the employee and the CEO.


20. Payment of Wages

Employees will be paid fortnightly.

21. Reclassification

Council ‘s classification structure is determined in accordance with Schedule 1 of the Award and takes into account the nature and range of duties assigned in the Position Description.

Classifications are applied to positions not employees. A classification level relates to the responsibilities of the role and what Council requires from the position, not to the quality and extent of an employee’s abilities and (personal) characteristics. Increase in workload is not considered in itself to be grounds for reclassification as classification does not generally relate to the quantity of work.

Where an employee disagrees with the classification assigned to a position by Council, an application for reclassification can be made by the employee in writing to the CEO. This application must make specific reference to the position description and Award and provide evidence demonstrating that the requirements of the position are of a higher level than the current classification.

The CEO may contact an employee’s supervisor to confirm or clarify details of the application and may also seek further information from the employee. Once satisfied there is sufficient information and grounds for assessment the CEO will assess the application.

The Employee shall be given a written response to their request, including reasons where a request for reclassification to a higher level has been refused within 2 months of receipt of the application.

Where an Employee is not satisfied with the determination, they may access the dispute resolution/grievance procedure within this Agreement (Clause #12) before choosing to access a Board of Reference (see Clause 2.3 of the Award.)

22. Employee Work Health and Safety

The parties are committed to ensuring as far as reasonably practicable, that via a Management Systems Approach to Work Health Safety and Injury Management, Employees are provided with a safe and healthy work environment.

For the life of this Agreement the current practice of annual health day checks will be maintained.

Council continues to support employees through existing healthy lifestyle programs including the employee assistance program.

Page 23 of 32

23. Superannuation

Choice of fund will apply on commencement of this Agreement with all new employees to be provided with a standard choice form to enable them to select a fund in accordance with relevant legislation. Where no choice is made the default fund will be Statewide Super’s MySuper.

A choice form may only be submitted once every twelve months.

For each employee who is making “Salarylink Contributions” to StatewideSuper the amount of the employer superannuation contribution will be:

3% of the employee’s salary; and

any additional contributions which the employer is required to pay in respect of the employee pursuant to the Trust Deed of StatewideSuper as advised by the Trustee from time to time to finance the Salarylink benefit for the employee; and

any additional superannuation contributions which the employer agrees to pay in respect of the employee.

“Salarylink Contributions” has the meaning given to that term under the Trust Deed of StatewideSuper.

For each other employee:

contributions which the employer must pay to a superannuation fund in respect of the employee in order to avoid becoming liable for a shortfall in respect of the employee under the Superannuation Guarantee (Administration) Act 1992 (Cth); and

any additional superannuation contributions which the employer agrees to pay in respect of the employee.

In addition to this contribution a further 1% contribution will be made by the Council in recognition of the wages outcome agreed between the parties pursuant to the Agreement.

Should it be legislated by any State or Federal authority that an employer’s mandatory superannuation guarantee contribution to its employees must be increased, then the additional 1% employer contribution referred to above will continue to apply over and above the mandatory employer contribution.

Council shall pay to Local Government Superannuation an amount of 10% of the employee’s salary for employees on unpaid Parental Leave or Adoption Leave for a period not exceeding 47 weeks. This figure is to be calculated on the employee’s salary prior to the commencement of leave. Providing however an employee must have completed a minimum of two (2) years continuous service with Council (prior to commencing Parental Leave or Adoption Leave) to access this provision and must be the primary care giver only.

Salary Sacrificing

Salary sacrificing shall be available to Employees. An Employee may elect to vary the amount of salary sacrifice paid to an eligible superannuation fund on a prospective basis at any time during the life of this Agreement.


The employee’s salary referred to in this Agreement shall be the pre-sacrificed salary. However, the parties agree that the net salary paid to an employee will be reduced by any amount salary sacrificed to superannuation.

It is the employee’s responsibility to seek advice and fully understand all implications of salary sacrifice before seeking to enter into this arrangement and Council will contribute until otherwise notified in writing.

Any such arrangement shall be by mutual agreement between each individual employee and the Council, provided that approval by the Council shall not be unreasonably withheld.

The employee shall bear the responsibility and costs associated with taxation and any other matters in respect of the salary sacrifice arrangements. This means that contributions made to a superannuation scheme will be adjusted (at the employee’s cost) to take account of taxation payable in relation to those contributions.

24. Journey Insurance

Journey Insurance covers employees for bodily injury whilst engaged in a journey to & from their residence and place of work and between a place of training for work.

Council will provide twenty four (24) hour personal accident journey insurance cover to employees should personal injury be sustained whilst engaged on any private journey.

"Private Journey” means any travel undertaken whilst the insured person is driving or riding as a passenger in a registered motor vehicle or motorcycle, bicycle or wheelchair on a public thoroughfare; or riding as a fare paying passenger in any form of public transport including but not limited to trains, trams, buses and taxis or any properly licensed aircraft travelling over recognised air routes.

The personal journey insurance does not apply in circumstances where a claim for Workers Compensation is made by the employee.

25. Income Protection Insurance

Individual employees can take up the Income Protection Insurance cover (at their own individual cost) if they wish, and only as a direct debit arrangement between the employee and LGRS and Council supports the LGRS Income Protection Insurance cover.

Income protection insurance does not apply in circumstances where a claim for Workers Compensation is made by the employee

Page 25 of 32

26. Volunteers

The parties recognise the considerable benefits to the local community from volunteers working in roles that are suitable and supportive of services to the community. The use of volunteers will not displace the work of paid employees.

The parties agree to the following provisions regarding the work of volunteers:

The arrangements in place at the date of the Agreement regarding the use of volunteers at Council Library, Visitor and Information Centre, Main Corner complex, Community assistance programs, specific natural resources locations controlled by Council, and special community functions will continue in support of the services provided by Council.

Where the use of volunteers is being considered in relation to new functions or operations (or significantly expanded within an existing work area) Council undertakes to consult with employees within the workgroup in relation to the role and work of such volunteers.

27. Volunteer / Community Service Leave

An employee, other than a casual, shall be entitled up to a maximum of two hours paid leave on any one occasion for the purpose of participating in bona-fide volunteer activities approved by Council, for example donating blood. A maximum of four separate absences per calendar year may be allowed and shall be arranged by mutual agreement between the employee and Council.

The employee shall arrange for the absence to be at a time suitable to the operations of their work group in consultation with their supervisor, and be as close as possible to the beginning or ending of the employee’s ordinary working hours. Proof of such attendance shall be required to be produced, upon request by Council.

28. Review of Agreement

The Agreement will be renegotiated, commencing not less than six (6) months prior to the expiration of the period of operation of this Agreement.

29. No Further Claims

The parties agree that, during the period of this Agreement, there shall be no further general salary or wage increases sought or granted except for those provided in accordance with the terms of this Agreement or the Act.


30. Wage Rates

The following wage increases will be provided to employees covered by this Agreement over its term:

3.5% increase in salary as from the first full pay period commencing on or after the 1st December 2014.

3.5% increase in salary as from the first full pay period commencing on or after the 1st September 2015.

3.5% increase in salary as from the first full pay period commencing on or after the 1st September 2016.

Providing however that in circumstances where the CPI increase for the year ending September (Adelaide All Groups) in any year exceeds 3.5% the amount of increase for that year will be increased by the percentage amount that the CPI figure exceeds 3.5%.

31. Signatories

Signed for and on behalf of:

City of Mount Gambler

.................................................. Chief Executive Officer

.................................................. Witness

on this day of 2014

Australian Services Union

.................................................... Branch Secretary

.................................................... Witness

on this day of 2014

Professionals Australia

.....................................................

...................................................... Witness

on this day of 2014

Page 27 of 32

Employee Representatives

..................................................... / / 2014

..................................................... / / 2014

..................................................... / / 2014

..................................................... / / 2014

..................................................... / / 2014

..................................................... / / 2014

..................................................... / / 2014

..................................................... / / 2014


SCHEDULE 1

CITY OF MOUNT GAMBIER / ASU ENTERPRISE AGREEMENT NO. 9 OF 2015

(LAWA - General Inspectors)

1. The terms of the Agreement hereunder constitute a Local Area Workplace Agreement (LAWA) pursuant to Clause 14 of the City of Mount Gambier / ASU Enterprise Agreement No. 9 of 2015.

2. This Agreement is appended as Schedule 1 to the above Enterprise Agreement and forms part of that Agreement.

3. This LAWA applies to the following parties and persons employed by the City of Mount Gambier:

The City of Mount Gambier

The Australian Services Union (ASU)

Employees of Council who are engaged (or become engaged) in duties within the General Inspectorate work area.

4. The terms and arrangements agreed are as follows:

(a) Term of the LAWA

(i) This LAWA shall commence to operate from the 1st January 2015 and remain in operation until the 31st December, 2017.

(ii) The parties shall commence discussions on the terms of a replacement LAWA not later than the 1st July, 2017.

(b) Hours of Work

Subject to the hours flexibility provisions contained in (b)(iii) hereof, the ordinary hours of work for the General Inspectors shall be in accordance with the following:

(i) the total ordinary hours per four (4) week period shall be one hundred and fifty two (152) hours;

(ii) a standard day shall be eight (8) consecutive hours per day, with an unpaid meal break of forty five (45) minutes to be taken on each of the days so worked;

(iii) the General Inspectors shall work in accordance with a mutually agreed four (4) week roster with the following features;

rostered for duty over the seven (7) days of the week;

ordinary rostered hours may be within the span of hours 7.00am to 11.00pm (Monday to Sunday inclusive);

loadings will apply to work at weekends and before 7.00am and after 7.00pm Monday to Friday, in accordance with (4) (d) i.e. no penalty is applied up to 7.00pm Monday to Friday;

Page 29 of 32

the General Inspectors shall not be required to work more than five (5) consecutive days without a break;

the General Inspectors work sufficient time on nineteen (19) days in a four (4) week period to take the twentieth (20th) day off without alteration to pay. When a rostered day off (RDO) falls on a public holiday, the RDO shall be taken at an agreed later date.

(c) Hours Flexibility

(i) The General Inspectors may work in excess of the normal eight (8) hours per day to a maximum of twelve (12) hours and accrue such additional time worked as time off in lieu (TOIL) to be taken off (time for time) during the current or subsequent four (4) week roster;

(ii) Such additional time may be worked following negotiation with the appropriate Supervisor. The agreement to work additional time by employee(s) should not be unreasonably withheld;

(iii) Where such additional flexible hours are worked (ie beyond eight (8) hours, but not exceeding twelve (12) hours) during periods before 7.00am or after 7.00pm Monday to Friday, or at weekends the employee shall have the following options regarding those hours so worked;

accrue TOIL at the rate of time + 50%

or

accrue TOIL at the normal rate (ie time for time) with payment being made for the loading of 50%

(d) Loadings on Rostered Hours and Flexible Hours



50% on Saturdays

75% on Sundays


(e) Call-Outs

(i) A call-out occurring at or after 7.00am on any scheduled work day and before the normal commencement time for that day, shall not be a call-out, but be treated as ordinary hours and that the employee will commence work for that day at the time of the call-out and to finish for that day at an earlier completion time;

(ii) Other call-outs occurring at any time outside of the schedule work hours will be treated as per the South Australian Municipal Salaried Officers Award (the Award).

Provided however that the provisions of sub clause 4 (f) shall be applied in respect of multiple call-outs that occur within a short time period.


(iii) The General Inspectors shall be provided with commuter use of a Council vehicle for each such week when they are rostered to perform call-out duties should the need arise. In such circumstances it is agreed that:

the call-out payments as prescribed in (i) and (ii) continue to apply

the expectation is that the employee only attend in circumstances where he / she is willing and available

this arrangement constitutes a lesser state of readiness than one which would attract payment of the Availability Allowance pursuant to Clause 4.4.1.2 of the South Australian Municipal Salaried Officers Award.

(f) Multiple Call-Outs

(i) There is an agreed arrangement whereby call-outs that result in a dog being collected then that dog is restrained at Council premises and not at the remote pound. This arrangement was put in place to minimise inconvenience to the General Inspectors out of ordinary hours.

(ii) On rare occasions a General Inspector may attend two (2) call-outs within a short period of time which hitherto has been paid as separate call-outs. Having regard to the overall arrangements affecting these call-outs the parties agree that where a second call-out is necessitated and such second call-out is notified within one (1) hour of the first call-out attendance or that the second call-out occurs whilst a General Inspector is still actioning/involved with the first call-out, then both call-outs will be considered as if it were a first call-out.

(g) Overtime

All time worked outside of the rostered hours, flexible hours and call-out arrangements as prescribed by Clause 4 (b), (c), (e) and (f) hereof, shall be overtime and paid according to the normal overtime provisions of the Award.

(h) General Conditions

(i) Having regard to their rostered hours over seven (7) days of the week, the General Inspectors, who work according to such roster are entitled to five (5) weeks annual leave per annum;

(ii) Leave loading (for persons covered by (i) above) shall be paid at the rate of twenty percent (20%) in respect of such leave taken in accordance with the Award provision;

(iii) Any dispute arising out of the operation of this Agreement shall be dealt with in accordance with Clause 19 of the ASU Enterprise Agreement No. 8 of 2012.

(iv) Council has a mobile telephone dedicated to the General Inspectorate and the number is widely advertised as the primary contact number for dog control complaints. It is expected that this telephone will be continually monitored by a General Inspector (or arranged to be continually monitored if a General Inspector is otherwise temporarily engaged) during their normal rostered work day (as set out in this Agreement).

DRAFT COPY

City of Mount Gambier

AWU Enterprise Agreement

Number 9, 2015

Draft version 26/06/2014

Page 2 of 30

1. Title

This Agreement shall be known as the City of Mount Gambier AWU Enterprise Agreement No 9 of 2015.

2. Index 1. TITLE 3

2. INDEX 3

3. DEFINITIONS 5

4. PARTIES BOUND 6

5. AIMS OF THE AGREEMENT 6

6. PERIOD OF OPERATION 7

7. RELATIONSHIP TO THE AWARD 7

8. MULTI-SKILLING 8

CROSS-SKILLING 8

UP-SKILLING 8

9. JOB SHARING 9

10. CONSULTATION AND EMPLOYEE RELATIONS 9

11. GRIEVANCE / DISPUTE RESOLUTION 10

12. EMPLOYMENT SECURITY 12

13. STRUCTURAL CHANGE 12

14. ACCEPTANCE OF CLASSIFICATIONS 13

15. MINIMUM CLASSIFICATIONS 14

16. PAYMENT OF WAGES 14

17. SPECIAL RATES AND ALLOWANCES 15

DISABILITIES ALLOWANCE 18

FIRST AID ALLOWANCE 19

MEAL ALLOWANCE 19

DRIVERS LICENCE ALLOWANCE 20

18. HIGHER DUTIES 15

19. JOURNEY INSURANCE 16

20. SUPERANNUATION 16

21. SALARY SACRIFICING 17

22. FLEXIBLE HOURS OF WORK 18

ROSTERED HOURS ARRANGEMENT 18

HOURS FLEXIBILITY 18

ROSTERED DAYS OFF 19

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LUNCH BREAK/MORNING TEA BREAK 19

'START UP / CLOSE DOWN' 20

SEASONAL WORK DEMANDS 20

23. OVERTIME 20

24. CALL OUTS 21

25. INCLEMENT WEATHER – DOWN TIME 21

26. SICK LEAVE / PERSONAL / CARERS LEAVE 22

27. COMPASSIONATE LEAVE 23

28. SICK LEAVE PAYMENT SCHEME 24

TERMINATION PAY OUT 24

ANNUAL CASH-OUT 24

29. PAID PARENTAL LEAVE 25

MATERNITY LEAVE 25

PATERNITY LEAVE 25

PARENTAL LEAVE 25

ADOPTION LEAVE 26

GENERAL PROVISIONS 26

30. ON-GOING IMPROVEMENT 26

TEAM LEADERS 27

EMPLOYEE PERFORMANCE DEVELOPMENT REVIEW 27

31. CUSTOMER SERVICE AND EMPLOYEE COMMITTMENT 27

32. TRAINING / CAREER DEVELOPMENT 27

33. WORKPLACE REPRESENTATIVE AND UNION TRAINING 29

LEAVE ENTITLEMENTS FOR UNION COMMITTEES 29

LEAVE TO COUNT AS SERVICE 29

UNION TRAINING 29

34. EMPLOYEE WORK, HEALTH AND SAFETY 30

35. LOCAL AREA WORKPLACE AGREEMENTS (LAWA’S) 30

36. WAGE RATES 31

37. CESSATION OF REFERENCES 31

38. SIGNATORIES 32

SCHEDULE 1

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3. Definitions “Agreement” shall mean the City of Mount Gambier AWU Enterprise Agreement, No. 9 of 2015.

“Award” shall mean the Local Government Employees Award in force as at the date of certification of this Agreement.

“AWU” shall mean the Australian Workers Union - South Australian Branch an organisation of employees registered pursuant to the Workplace Relations Act, 1996, referred to in this document as the AWU or as the Union.

“AWU Consultative Group” - shall consist of up to four (4) representatives of the employer and six (6) AWU representatives of the employees and sometimes known as the AWU Consultative Group.

The Group is the consultative mechanism for negotiating, reviewing and monitoring Enterprise Agreements with the Union and their members and considering concerns and/or disputes arising from the operation of the Enterprise Bargaining Agreements.

“Chief Executive Officer” shall mean the Chief Executive Officer of the City of Mount Gambier or the person acting in that position.

“Consultation” is the sharing of information and exchange of views between the parties and provides employees with the genuine opportunity to contribute effectively to decisions which are likely to have a significant effect(s) on their employment. It provides employees with the opportunity to have their viewpoints heard and taken into consideration prior to a decision being made.

“Council” shall mean the City of Mount Gambier.

“Director-Operational Services” shall mean the Director-Operational Services of the City of Mount Gambier or the person acting in that position.

”Employer” shall mean the City of Mount Gambier.

“Employee” shall mean an employee of the City of Mount Gambier who performs work covered by this Agreement and the Local Government Employees Award.

“Member” shall mean employees who are members of the AWU and employed at the City of Mount Gambier.

“Resource Sharing” shall mean the concept of co-operation and sharing of resources, human, financial and material, with other organisations and Local Government bodies. “Salary” shall mean the employee’s classified salary pursuant to the Local Government Employees Award and the wage rates/salary contained in the City of Mount Gambier AWU Enterprise Agreements.

"Significant Effect(s)" shall mean and include termination of employment, major changes in the composition, operation or size of the workforce or skills required, the elimination or diminution of job opportunity, promotion opportunity or job tenure,

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the alleviation of hours of work, retraining or relocation and the restructuring of jobs.

“Union” shall mean the Australian Workers Union - South Australian Branch, an organisation of employees registered pursuant to the Workplace Relations Act, 1996, in respect of its members employed at the City of Mount Gambier, referred to in this document as the AWU or as the Union.

"Work Group(s)" shall mean the grouping of employees that have a similar function, task or have a common objective. Council's existing work groups are delineated by the organisational structure or through the current association of employees undertaking particular roles or projects. Most employees are able to immediately identify with at least one work group.

“Workplace Change” shall mean the nature of change described in the definitions for "Consultation" or "Significant Effect(s)".

“Workplace Representative” shall mean an Australian Workers Union member or members elected from the membership appointed under the rules of the Australian Workers Union, whose role is to effectively represent the interests of members at the workplace.

4. Parties Bound This Agreement is binding on:

• Employees of the City of Mount Gambier who are covered by the terms and conditions of the Local Government Employees Award.

• AWU - South Australian Branch, in respect of its members engaged by the City of Mount Gambier.

• City of Mount Gambier, in respect of its employees engaged pursuant to the Local Government Employees Award.

5. Aims of the Agreement The Agreement aims to develop, support and enhance a flexible work force and management structure committed to the continuing improvement of productivity and efficiency within the City of Mount Gambier, within the changing nature of Local Government.

These aims and objectives will remain in place during the life of the Agreement unless amendments to the SA Local Government Act, or other State or Federal legislation requires Council to implement alternative arrangements.

This Agreement aims to contribute to the attraction and retention of a flexible, skilled and committed workforce, and support the City of Mount Gambier’s strategic vision:

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Mount Gambier is the Most Liveable City in Australia, Where the People in the

Community are Secure, Prosperous, Healthy and Valued;

and our strategic mission:

To Serve the People Who Live and Visit Our City By Working With Our Community’s to Ensure Safety, Access, Equity and Continuous Improvement in Infrastructure,

Planning, Services and Governance.

The Agreement supports the achievement of organisational objectives by:

• Providing all employees with the skills, knowledge and capabilities to enable them to deliver quality services that are valued by our community;

• Facilitating best delivery of Strategic and Corporate Plan objectives;

• Building and celebrating innovation and excellence in our services and programs;

• Continuous improvement of what we do including improving the quality and value of our services and programs; and

• Improved benefits and conditions, increased job satisfaction and the provision of a sustainable level of job security for employees.

The parties recognise the need to maintain a workplace culture, based on care, trust, respect and empathy towards each other.

The parties agree to continue to work in partnership and co-operation with each other and to focus on a culture of employee relations in which consultation is an essential ingredient to employee participation and workplace change.

6. Period of Operation

The Agreement will come into force from the first of January 2015 and remain in force until the 31st December, 2017. The parties agree that negotiations for the next Agreement will commence no later than 6 months prior to the expiration of the Agreement.

7. Relationship to the Award This Agreement shall be read in conjunction with the Local Government Employees Award.

Should there be any inconsistency between this Agreement and the Award, then this Agreement will prevail to the extent of the inconsistency.

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8. Multi-Skilling Multi-skilling of employees can enhance career aspects and improve job satisfaction. Flexibility in the allocation of employees to functions can improve delivery of Council services to the community.

All parties recognise it is the desire of Council that employees continue to familiarise themselves with duties of other employees and to readily take on such duties whilst employees are absent on leave or for other reasons/purposes to fill in gaps, provided that the duties are within the skill and competence of the employee and in accordance with Work, Health and Safety provisions. To facilitate Council’s commitment, employees are committed to becoming fully trained and multi-skilled in order to enhance organisational flexibility. To this end employees agree to undertake any work as directed across or within their classification level providing that such work is within the limits of their skill, competence and training.

Providing employees with the opportunity to gain experience through performing other duties at a higher level or at the same level is seen as a method of developing employees to their full potential.

Council shall endeavour to ensure that employees are provided with the opportunity to perform other duties whilst other employees are on annual leave etc. before any external resources are utilised.

The employees agree that the application of this Clause is not grounds for reclassification in and of itself however it is to be applied in conjunction with Clause 5.4 “Mixed Functions / Higher Duties” in the Award. Cross-skilling

All employees will endeavour to learn one new skill during the life of this Agreement with the aim that learning of the skill would need to be completely different from an individual employee's mainstream activity.

Work skilling to occur within and below the employee's classification and the work skilling period would not generally exceed six (6) weeks in any one calendar year. Up-skilling

This clause recognises that Council has a long history of providing opportunities for employees to learn new skills at a higher level (i.e. up skilling).

Subject to the needs of the organisation (as assessed by Council), Council will continue to provide opportunities for employees to up-skill, but this opportunity is not to be taken as a means to seek a permanent reclassification to a higher level. Employees also recognise that an opportunity to up-skill will be paid at higher duties as per Clause 18 provisions for the time spent working at the higher classification, but Council reserves the right to restrict the number of hours available to an employee to undertake up-skilling tasks. However, this Clause is to be applied in conjunction with Clause 5.4 “Mixed Functions / Higher Duties” in the Award.

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Selection of employees to be offered up-skilling opportunities will be at the discretion of Council and will have regard to past performance, aptitude for the task to be performed and leadership qualities exhibited by a particular employee.

If an application by an employee for up-skilling is not approved, Council is to provide reasons for the decision if requested.

9. Job Sharing Subject to the following factors, opportunities will be investigated for employees to enter into job share arrangements.

In processing application(s) by employees to job share, Council will take into account the following factors:

• The nature of the position, classification and specialisation of the position and it’s overall suitability for job share;

• The need to provide and maintain a high level of customer service;

• The need to maintain appropriate levels of accountability for all employees;

• The effect on the section/department and overall resources of Council;

• Any additional costs that might be incurred by Council and any additional benefits that might be gained by Council as a consequence of implementing the job share arrangement.

Where existing employees seek to enter into a job share arrangement, a written agreement shall be developed, with assistance from the Union if required, for acceptance by the employee and the Chief Executive Officer.

10. Consultation and Employee Relations The role of the AWU Consultative Group during the bargaining period is to represent the views of the employees in the negotiation process in accordance with “best endeavours bargaining”.

The parties agree consultation is viewed as essential to any change. Management recognises the need for employee involvement and commitment to achieve effective improvement in productivity.

Management is committed to ensure that there is an opportunity for employees to be involved and express their opinions before changes occur which are likely to have an impact on the workplace and their jobs.

The parties also agree that the effective and productive operation of this Agreement is dependent on the continuation of the established consultative structures within the workplace. The principle consultative structure is the AWU Consultative Group.

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The role of the AWU Consultative Group during the life of the Agreement shall be but not limited to:

i. To investigate, research, discuss and assist in any work related matter that affects any employee that is covered by the Local Government Employees Award.

ii. Discuss reports and ideas generated by employees and employers on a range of issues to improve productivity.

iii. Provide a forum for information flow between the employer and employees. iv. Canvas workplace input on proposed improvements.

Training of the employee representatives of the AWU Consultative Group is considered essential to ensure optimal outcomes. To this end, the employer agrees to support appropriate training for employee representative members, in the employer’s time. Further, the length of the training and the training provider will be agreed between the employer and the union.

The Employee Consultative Group shall meet at least once every two months, or at a mutually agreed alternative frequency of meetings, to discuss issues relating to productivity and efficiency and working conditions.

Where a decision has been made to introduce major changes in the organisation, structure, programs or technology that are likely to have significant effects on employee(s), the employer will promptly notify the employees who may be affected by the proposed changes and the Union and/or the appropriate Agent of all relevant information about the changes. This excludes the disclosure of confidential information which would be detrimental to the employer’s interests.

Every new permanent employee is to be provided with a lunch box and thermos (equivalent to the “Thermos” Lunch Lugger). Each new permanent employee is only entitled to one issue of lunch box and thermos during the life of this Agreement and existing employees are entitled to a replacement lunch box and thermos but only when the existing lunch box and thermos are returned as evidence of damage or fair wear and tear.

11. Grievance / Dispute Resolution Any grievances or dispute relating to the Agreement or employment conditions generally will be addressed in accordance with the following workflow:

Stage 1 The employee, employee group, workplace representative and/or nominated advocate will contact the relevant manager/supervisor and attempt to settle the matter at that level – generally this will be the immediate supervisor. If the employee wishes they may be supported in such discussions by a workplace and/or union representative or other advocate of their choice.

Stage 2

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If the issue is not settled at Stage One, the employee and their nominated representative/advocate will meet with the relevant manager/supervisor, Manager Human Resources and/or delegate to attempt to resolve the issue.

Stage 3 If the matter is not settled at Stage Two, the employee and their nominated representative/advocate will meet with the relevant Director, and the Manager Human Resources and/or delegate.

Stage 4

If the matter is not settled at Stage Three, the Chief Executive Officer will meet with the employee and their nominated representative/advocate, the Manager Human Resources and the relevant Director.

Stage 5 If the matter is not settled at Stage Four, Council, the employee, or their representative(s) may approach the South Australian Industrial Relations Commission for assistance by conciliation. In the event of it remaining unresolved, the matter will be referred for arbitration and the parties shall accept the final outcomes of the arbitration. The process contained in Stages One, Two, Three and Four should be completed within fourteen (14) working days of the issue being raised at Stage One.

Responsibilities Employees: • Notify their supervisor promptly of any matters that may require resolution and

where possible attempt to resolve any issues or conflict • Research all relevant information relating to the matter prior to lodging a formal

complaint.

Manager/Supervisor: • Maintain communication with the employee or groups of employees whilst the

matter is being investigated • Resolve the matter as quickly as possible • Refer the matter to the next level of management if it falls outside of their

respective authority or area of responsibility • Formally notify the employee or groups of employees and, where involved, the

nominated representative/advocate, of the resolution and/or action to be taken in response to the complaint.

Human Resources: • Review any matter objectively and ensure employees are treated fairly and

equitably • Immediately brief workplace representatives (and/or Union officials where

involved) if the matter is considered to be serious • Provide all parties with advice and assistance.

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Union Representatives: • Explore avenues to resolve issues internally wherever possible • Brief Human Resources immediately if the matter is considered to be serious.

Chief Executive Officer: • Ensure that all matters are resolved in a fair and equitable manner and as quickly

as possible.

12. Employment Security Where organisational change occurs and positions are identified as being redundant and surplus to the requirements of Council, the employees concerned shall be treated in accordance with the arrangements set out hereunder:

• no forced redundancy for the life of this Agreement;

• redeployment to a position of the same classification level; or

• redeployment to a position of a lower classification level with income maintenance.

The overall numbers may be reduced by natural attrition.

It is the primary aim to redeploy employees into a position of equal classification and status as their pre-redeployment position.

After examining all options, if it is agreed by the parties, that redeployment to such a position is not feasible, an employee may be redeployed into a position of lower classification level on the following basis:

• The employee shall agree to the redeployment.

• The employer will, as a matter of priority, provide training to assist the redeployed into the new position.

• The employee's wage shall be frozen until the salary of the new classification level equals the employee's pre-deployment classification level. The period of income maintenance will be from the date the employee commences the new position.

• Having regard to the nature and extraneous requirements of the new position, the income maintenance may include other employment benefits attached to the former position. Any dispute in this respect shall be dealt with in accordance with the dispute resolution procedures clause of this Agreement.

13. Structural Change

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Council and employees express an ongoing commitment to the concept of resource sharing and/or a partnership approach with a Council's formed Regional Subsidiary with other organisations and Local Government authorities in an endeavour to maximise the efficient utilisation of human, financial and material resources of the Council in all areas of service and operation.

Where Council and one or more other Councils are considering the creation of a Regional Subsidiary and that the Regional Subsidiary would involve AWU Members of Council; or Council is considering a merger between Council and one or more other Councils, then the AWU and its members employed by Council shall be informed in writing of the nature of the proposal(s) being considered at the earliest opportunity.

Prior to the creation of the Regional Subsidiary or Council merger and at the earliest practical time, Council agrees to enter into a detailed discussions and possible agreement between the Union and the AWU Members of Council governing conditions of employment and job security affecting or likely to effect AWU members.

In relation to Resource Sharing, Shared Services or Regional Subsidiary and the secondment and/or transfer of employees, this can only occur if:

• the pay rates and conditions applicable to the transferred/seconded position are at least equal to the current substantive position held by the employee;

and/or

• the employee agrees to the secondment and/or transfer.

If applicable, when an employee returns to work with Council, the employee shall revert to the substantive classification occupied with Council prior to the secondment or transfer, as the case may be.

Nothing contained in this Clause shall prevent the Council and an employee agreeing to some other mutually acceptable arrangements regarding resource sharing, Shared Services, Regional Subsidiary, secondment and/or transfer.

Employees agree in principle to participate in and be involved with the formation of a Regional Subsidiary (should such a subsidiary(s) be so formed) which could attempt to deliver Local Government services for the Member Councils through a regional approach.

In the event of an amalgamation occurring involving Council, a joint Enterprise Bargaining Negotiating Committee will be formed comprising equal employee and employer representatives from each Council.

14. Acceptance of Classifications

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It is acknowledged by all employees subject to this agreement engaged by the City of Mount Gambier that the payment by Council of the agreed pay rates are subject to the following condition:

• The wage rate classifications as at 1st December, 2014 of all AWU Members engaged by the City of Mount Gambier are correct and accurate in every respect and detail;

In respect of any future reclassification claim or application (as from 1st December 2014 and for the life of this Agreement) any claim for reclassification is to be in writing addressed to the Chief Executive Officer and will relate to the employees current job role and its relationship to the classification criteria of the Award.

Reclassification can only occur as follows:

• A change in the authorised job description for that employee that may require or warrant a reclassification;

• An employee being appointed to a recognised position of higher classification.

• An employee meeting the provisions of the Mixed Functions Clause of the Award (i.e. Clause 5.4.2).

Should the Award be restructured and such restructure results in changes in the classification criteria, this new structure and classification in the Award will apply.

15. Minimum Classifications From the commencement of Enterprise Agreement No. 6 of 2004 it was agreed that all existing employees classified as Municipal Employee 3, be reclassified as Municipal Employee 4 provided those employees who might benefit from this reclassification agree to undertake (at their expense) the required training to be licensed (as a minimum) to drive a "light truck";

Any new permanent employee engaged by Council and who might ordinarily be classified as a Municipal Employee 3, will be reclassified to a Municipal Employee 4, upon the completion of twelve (12) months of satisfactory service and have (as a minimum) a licence to drive a "light truck";

Any casual/seasonal employee engaged by Council will generally be classified as Municipal Employee 3.

Notwithstanding the above the classification applicable to any employee will always be commensurate with the duties, responsibilities, job description, etc. of that individual employee.

16. Payment of Wages Employees will be paid fortnightly.

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Any overtime accrued in the last week of the pay period will be paid in arrears and included in the next pay period

The current practice of all existing payroll deduction services for employees will be maintained for the life of this Agreement.

17. Special Rates and Allowances The work-related allowances prescribed under Schedule 4 to the Award are absorbed into the normal wage rates and are no longer payable with the following exceptions:

• Disabilities Allowance which will be applied for all employees (part-time and casuals on a pro rata hourly basis) to be set at $31.00 per week from the 1st December 2014 and to operate at that amount for the life of this Variation.

• First Aid Allowance covering the four (4) designated First Aid Attendants to be set at $690 per annum (payable half yearly in advance or $13.30 per week) from the 1st December 2014 and to operate at that amount for the life of this Variation.

Provided however that Council recognises the need to review from time to time the number of designated First Aid Attendants and intends to continue (at Council’s expense) accredited first aid training and refresher courses when required.

A meal allowance that is due to be paid in accordance with the Award will be paid at the rate $20.00 from 1st December 2014 and which amount is set for the life of this Agreement.

The existing Drivers Licence allowance will continue to be reimbursed by Council to employees who are required to drive a vehicle during the course of their normal duties. The payment of the drivers licence fee is made as follows:

• One (1) year’s fee on presentation of the licence and receipt or other evidence of payment.

• One (1) year’s fee on each subsequent anniversary date of the licence.

18. Higher Duties Any employee, directed by the Director-Operational Services to undertake duties which are paid at a higher rate under the Award, than the employee’s usual rate will be paid at the higher rate, provided the duties are undertaken for a minimum of four (4) hours per day. This Clause shall not apply to Team Leaders.

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Payment will only be made if the details of the higher duties have been recorded on the employee(s) time sheet for that day and authorised by the Director-Operational Services.

Higher duty payments under this Clause (or the Mixed Functions/Higher Duties provisions of the Award) shall not apply in circumstances where an employee agrees in writing to forgo higher duty payments and undertake to undergo on the job training for the purposes of succession planning and/or to enhance the employee’s future career opportunities. Higher duty payments under this Clause (or the Mixed Functions/Higher Duties provisions of the Award) shall not apply in circumstances.

19. Journey Insurance Council will provide twenty four (24) hour personal accident journey insurance cover to employees should personal injury be sustained whilst engaged on any private journeys (as defined herein).

Private Journey means any travel undertaken whilst the Insured Person is driving or riding as a passenger in a registered motor vehicle or motorcycle, bicycle or wheelchair on a public thoroughfare; or riding as a fare paying passenger in any form of public transport, including (but not limited to) trains, trams, buses and taxis or any properly licensed aircraft travelling over recognised air routes.

Individual employees can “take up” the Income Protection Insurance cover if (at their own individual cost) they wish, and preferably in the first instance as a direct debit arrangement between the employee and LGRS or by payroll deduction.

The period of absence of an employee who receives payments under this clause (i.e. through Journey Insurance or Income Protection) shall be treated as continuous service for the purposes of calculating annual leave and sick leave entitlements.

The personal journey insurance does not apply in circumstances where a claim for Workers Compensation is made by the employee.

20. Superannuation The parties agree that Council will pay employer superannuation contributions in respect of each (qualifying) employee into the Local Government Superannuation Scheme and that employee contributions will only be paid into the said industry Scheme.

“Local Government Superannuation Scheme” means the superannuation scheme established and maintained under the Local Government Act 1999 and which currently operates under the name of Local Super.

The Council shall pay to the Local Government Superannuation Scheme an amount of employer superannuation contribution (in respect of each qualifying employee) as required under the Superannuation Guarantee (Administration) Act 1992 as amended.

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For the purposes of this clause employer and employee contributions shall be made in accordance with the Local Super rules.

The term salary in this clause means “salary” as defined under the Local Super Scheme rules.

21. Salary Sacrificing Subject to the following conditions an employee must apply to the Council to salary sacrifice any part of his/her salary (including Award or Enterprise Agreement based salary/wages) to make additional contributions to the Local Government Superannuation Scheme. As salary sacrifice is a complex matter, it is the employee’s responsibility to seek advice and fully understand all implications of salary sacrifice before seeking to enter into this arrangement.

The employee’s substantive gross salary for all purposes, including but not limited to superannuation, annual leave, annual leave loading and long service leave, shall be the pre-sacrificing salary.

Any such arrangement shall be by mutual agreement between each individual employee and the Council, provided that approval by the Council shall not be unreasonably withheld.

The application shall be in writing on the form provided and shall detail the percentage of salary to be salary sacrificed together with a statement that the “cash” component is adequate for his/her on-going living expenses.

The remaining “cash” component cannot be lower than any minimum salary amount which the Council may otherwise be required to satisfy in respect of an employee.

Each employee may only review and alter the percentage of salary to be salary sacrificed once in any one financial year. The arrangements may only apply to future salary arrangements and cannot operate retrospectively.

The individual agreement to salary sacrifice may be rescinded by the employee provided sixty (60) days prior notice in writing is given to Council.

The employee shall bear the responsibility and costs associated with taxation and any other matters in respect of the salary sacrifice arrangements. This means that contributions made to the Local Government Superannuation Scheme will be adjusted (at the employee’s cost) to take account of taxation payable in relation to those contributions.

Salary sacrifice contributions will be treated as employer contributions and may be subject to the superannuation surcharge and are likely to be preserved.

22. Flexible Hours of Work

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All parties recognise the need to maximise the best use of Council’s available labour, taking in to account, the Council’s resources, seasonal demand and other operational factors.

The spread of ordinary hours of work shall be seventy six (76) hours per fortnight to be worked between 6.00 a.m. to 8.00 p.m. Monday to Friday, nine days per fortnight.

The standard ordinary hours of work under this Agreement shall be for an eight hours and thirty minutes per day for eight ordinary working days and eight hours on the ninth ordinary working day, worked Monday to Friday, within any two week period. Giving a total number of hours worked per two week period of seventy six (76) hours.

Wash up facilities will be provided for employees taking a morning tea break and lunch on the job, with such facilities consisting of a clean supply of water, soap and paper towel.

Where practical, work should start and finish on the job.

By mutual agreement, employees agree to continue working to complete the work at the site, if such work can be completed within two (2) hours of the normal finishing time.

• The additional two (2) hours worked is to be deemed as flexible work hours;

• A refusal by an employee to work the extra two (2) hours as herein provided, should be supported by fair and reasonable grounds.

Both parties recognise the need for flexible hours of work during seasonal work cycles, peak times and completion of work projects. The additional hours that may be worked during peak times are to be deemed as flexible work hours.

Start and finish times will be determined by negotiations between the employer and employees which may be different from one section to another.

Rostered Hours Arrangement

The nine (9) day fortnight has operated effectively in the past to serve the mutual advantage of both Council and employees. These arrangements will continue, in accordance with Clause 6.1.4 of the Local Government Employees (SA) Award; the standard ordinary hours to be worked over nine (9) days (Monday to Friday) are 7.30 a.m. to 4.30 p.m. (for eight days) and 7.30 a.m. to 4.00 p.m. (for one day) all with a thirty (30) minute lunch break.

Hours Flexibility

In specific circumstances however, (and following appropriate notice, consultation and agreement with the employee/s concerned) the Director-Operational Services (or nominee) may require any employee/s to work hours other than in accordance with the nine (9) day fortnight arrangements;

Specific circumstances could include the following: • Anticipated inclement weather;

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• Employee special circumstances; • Seasonal work cycles; • Peak work periods; • Completion of work on a given day having regard to the nature of the work

operations being undertaken; • Training requirements; The flexible working hours shall operate within the span of hours 6.00 a.m. to 8.00 p.m. (Monday to Friday inclusive), nine (9) days per fortnight and not exceeding ten (10) hours per day and ninety (90) ordinary hours of work in a two (2) week period:

The difference between the ordinary spread of hours, i.e. seventy six (76) hours per fortnight and the actual hours worked of up to ninety (90) hours per fortnight will be treated as flexible hours (and not overtime).

The provisions shall only be used for a maximum annual accrual of seventy six (76) hours per employee;

Where an employee/s work additional time up to fourteen (14) hours per fortnight, (to a maximum of seventy six (76) hours per annum) in accordance with these provisions equal time off (for time actually worked) in lieu of payment, shall be granted to the employee/s at a time of reduced work activity or by the mutual agreement of the employee/s and the Director-Operational Services;

At any given time, the total accrued hours (being the sum of TOIL hours and RDO converted to hours) is not to exceed seventy six (76). Nothing herein contained shall prevent the employee/s and Council from reaching mutual agreement over more flexible working hours to suit a particular job or project within Council; any such mutually agreed arrangements shall be recorded in writing, a copy retained by the AWU Consultative Group and a copy of which will be forwarded to the AWU Office.

Rostered Days Off

Employees will be entitled to twenty four (24) Rostered Days Off per calendar year.

Having regard to the operational work requirements, an employee/s may be requested by Council to bank or accrue their rostered day/s (RDO’s) off; an employee shall not be required (or permitted) to accrue more than thirty eight (38) hours.

Lunch Break/Morning Tea Break

A morning tea break of fifteen (15) minutes is to be taken on the job and will be counted as working time;

Unless otherwise directed, a lunch break of thirty (30) minutes is to be taken on the job and will not be counted as working time;

No provision is made for an afternoon tea break.

‘Start Up/Close Down’

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Both parties recognise that ‘start up’ and ‘close down’ periods of the normal working day need to be minimal to improve the efficiency of Council.

It is agreed that employees will use all available time at the end of the working day(s) to prepare vehicles, plant, equipment and materials etc for the following day's work, noting that personal clean up time (if required) will be restricted to ten minutes per employee and will not occur until no earlier than ten minutes before the scheduled cessation of work for that day. This time may also be used in vehicle maintenance, including cleaning as necessary. It is also agreed that employees will depart the Depot in the morning as soon as possible and practical.

Seasonal Work Demands

The parties to this Agreement acknowledge that employee productivity and Councils desire to achieve its works commitment are substantially influenced by seasonal weather conditions.

The parties to this Agreement acknowledge:-

(i) that the most productive and stable weather for most outdoor work tasks is in the period November to June in each year for its construction and maintenance teams.

(ii) that the most demanding time for most outdoor parks, gardens and reserves tasks is in the period September to December in each year for its parks and gardens teams.

The two (2) weeks annual leave at the traditional Christmas shut down period will not be affected by this Clause.

Notwithstanding the provisions, intentions, acknowledgements and acceptances as contained in this Clause, where an employee provides valid reasons why leave needs to be taken in the above periods then Council should approve such leave when there are exceptional employee circumstances.

23. Overtime All hours worked in excess of the provisions and allowances of Clause 22 hereof (i.e. in excess of up to ninety (90) hours per fortnight, worked Monday to Friday inclusive (but excluding Public Holidays) and, beyond an accrual of seventy six (76) flexible hours per annum and outside of the times stated at Clause 22 shall be deemed to be overtime and attract the normal Award penalty rates.

The employer is under no obligation to provide formal overtime and will in all cases only do so according to organisational needs and demands. Employees are expected to work a reasonable amount of formal overtime when requested.

It is agreed by Council that refusal to work either flexible work hours and/or formal overtime is the right of each and every employee under this Agreement and that no employee shall suffer any disadvantage, disciplinary action or recrimination arising from the exercise of this right, however, both parties accept that, from time to time,

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there shall be an expectation on behalf of the employer for either flexible work hours and/or formal overtime to be worked by employees, e.g. for seasonal or climatic reasons and that this expectation is within the spirit and intent of this Agreement.

A refusal by an employee to work either extra work hours and/or formal overtime should be supported by fair and reasonable grounds.

24. Call Outs Employees required to return to work without prior notice or are called out to work, including Saturdays, Sundays and Public Holidays, will be remunerated for a minimum of two (2) hours at the rate of time and a half.

In emergency situations only, employees may be called back to work whilst on annual or long service leave. In such circumstances, the employee(s) will be remunerated at ordinary rates of pay and lost leave will be reallocated at a time which is mutually agreed to by the employer and employee(s) concerned.

25. Inclement Weather – Down Time The general conditions relating to employees and inclement weather are as prescribed in Council’s adopted Policy and Procedures for such matters.

The following conditions relating to “down time” during inclement weather shall be read in conjunction with Council's adopted Inclement Weather Policy and the Inclement Weather Procedures:

• Where an employee has an accrued time-off entitlements (TOIL) by mutual agreement the employee may take (up to) that accrued time during down time periods of inclement weather.

• Similarly, by employer agreement, an employee may be permitted to utilise advance credits of TOIL for these purposes.

Where practicable, the Director-Operational Services (or nominee) will attempt to provide (during inclement weather) alternative work for employees which may occur at the Council Depot or any other Council location. In this regard, employees may be required to undertake duties outside of their norm - but in accordance with the requirements of Clause 8 (Multi Skilling) and Schedule 7 (Classification Criteria) of the Award. The procedure to be followed by the Director-Operational Services (or nominee) when implementing this inclement weather clause shall be generally as follows:

• if the employee(s) has commenced work for that day at least three (3) hours notice must be given to the employee(s) that the provisions of this clause will be activated for the balance of that day;

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• all hours actually worked to the time of cessation shall be paid as normal hours;

• if the employee(s) has not commenced work for that day, notice must be given to the employee(s) prior to the employee(s) normal or usual commencement time that the provisions of this clause will be activated for that day.

All 'down time' taken as a consequence of inclement weather shall be accrued 'time-off' entitlements (TOIL) or in certain circumstances advance credit of TOIL.

26. Sick Leave / Personal / Carers Leave

Council shall allow employees who have primary responsibilities in relation to either members of their immediate family or members of their household who need their care and support, access to their sick leave entitlement for absences to provide care and support.

The entitlement is subject to the employee being primarily responsible for the person concerned.

The employee shall on the request from the employer provide medical certificate, statutory declaration or other documentation (that the employee and employer agree on) to the employer.

In addition to the leave provided under this clause, an employee may apply for other personal leave of seventeen (17) hours per annum on account of other urgent personal or family needs. Such leave shall be debited against sick leave. Employees taking personal leave for any period of time be required to complete a personal leave form and submit same for authorisation and recording by payroll.

Where possible, employees will be required to give prior notice of absence for personal leave to enable Council to cover absences.

Consecutive sick leave of more than two (2) normal working days shall require a medical certificate, statutory declaration or other reasonable and acceptable evidence of illness. Provided however, that nothing contained herein shall be taken to prevent the employer from requiring medical evidence of an illness or other reasonable evidence of sickness, for a lesser period in circumstances where Council considers such request warranted, particularly in respect of any sick days taken adjoining a rostered day off or a public holiday (including when the rostered day off or public holiday falls on a Monday or Friday - the following Monday or preceding Friday, as the case may be).

Employees agree to inform their supervisor of their absence from work for illness or personal leave within two (2) hours of start time on the day of absence.

Employees are also encouraged to advise their supervisor before starting time if possible, to enable their supervisor to make the required adjustment to work schedules.

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27. Compassionate Leave The provisions of this clause apply to full-time and part-time employees (on a pro rata basis) but do not apply to casual employees. This clause is not to be read as additional to bereavement leave as per the Award.

An employee is entitled to fifteen point two (15.2) hours of compassionate leave for each occasion (a permissible occasion) when a member of the employee’s immediate family, or a member of the employee’s household:

a) contracts or develops a personal illness that poses a serious threat to his or her life; or

b) sustains a personal injury that poses a serious threat to his or her life; or

c) dies.

An employee may take compassionate leave for a particular permissible occasion if the leave is taken:

a) to spend time with the member of the employee’s immediate family or household who has contracted or developed the personal illness, or sustained the personal injury; or

b) after the death of the member of the employee’s immediate family or household referred to in sub clause.

An employee may utilise their accrued personal leave to take additional bereavement leave by agreement with the employer. The employer will not unreasonably refuse to agree to an additional period.

28. Sick Leave Payment Scheme The parties have agreed to the implementation of a “Personal/Sick Leave Incentive Scheme” (the Scheme) from the date of approval of this Agreement.

The objectives of the Scheme are as follows:

• to enhance the City of Mount Gambier as an employer of choice

• to provide an incentive to retain employees at all levels and thus reduce the significant costs associated with employee turnover

• to provide access to remuneration for employees who have accumulated sick and personal leave over the years

• to provide employees with an opportunity (following qualification) for an annual monetary payment additional to normal income

• to provide employees with the opportunity for a severance payment (based on accrued sick leave) on retirement or resignation

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Subject to qualifying conditions the Scheme provides an opportunity for employees to:

• be paid out a percentage of unused accrued personal / sick leave entitlement on termination of employment, and

• cash-out part of the accrual of annual personal / sick leave entitlement each year i.e. a maximum accrual of 76 hours per year.

Termination Pay-Out

The following conditions cover an employee’s entitlement on termination of employment:

• An employee must have served for a minimum of ten (10) continuous years with the City of Mount Gambier and have a minimum preserved accrued entitlement of five hundred (500) hours at the date of termination of employment.

• Where an employee qualifies for an entitlement a payment will be made on termination of employment equating to fifty percent (50%) of the accrued entitlement above the five hundred (500) hours.

• The payment will be paid at the normal base wage at the date of termination of employment.

• The provisions of this clause will not apply to an employee who abandons or unlawfully terminates their own employment or in circumstances where the employer terminates the employment on grounds of unsatisfactory conduct and / or performance.

Annual Cash-Out

The following conditions apply to an employee’s entitlement to cash-out part of the annual personal/sick leave entitlement of seventy six (76) hours.

• An employee must have a minimum accrual of five hundred (500) hours entitlement before any right to part annual cash-out arises.

• In any year the right for annual cash-out of leave ceases should the employees accrued entitlement fall below five hundred (500) hours.

• A qualifying employee shall have the choice to either cash-out part of the annual entitlement in accordance with these provisions or allow accrual of the personal / sick leave entitlement.

• When a qualifying employee chooses to cash-out part of the annual accrual the maximum amount of the cash-out shall be 50% of the annual entitlement (76 hours) less the amount of leave actually taken for the year.

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“e.g. If a qualifying employee takes 2 days (15.2 hours) leave during the year the maximum cash-out would be calculated thus:

76 hours annual entitlement less 15.2 taken = 60.8 hours @ 50% = maximum 30.4 hours cash-out, with the remaining hours credited to the employees accruing entitlement. However where an employee (in accordance with the above) elects for a combination of part cash-out and part accrual the amount of cash-out would be less than the maximum 30.4 hours with the balance also being credited to the accruing entitlement.”

The cash-out will be paid at the employees normal base wage rate.

The provisions will apply to employees on their individual anniversary dates (i.e. the date on which their leave entitlements are adjusted) following the commencement date of this Agreement.

The annual pay-out of the sick leave benefit created by the inclusion of this new clause, commences on the anniversary date after the date of any individual employee’s last commencement date with Council e.g.

• an employee who commenced work with Council on 15/07/2001, then the annual payout of the defined sick leave entitlement commences on 15/07/2012. Providing the employee has the minimum preserved accrual of five hundred (500) hours entitlement.

Any sick and personal leave entitlement hours that are cashed out remain an entitlement and may be taken as unpaid sick leave.

29. Paid Parental Leave An employee who becomes entitled to parental leave under Clause 7.4 of the Award shall be entitled to payment subject to the following limitations and conditions:

Maternity Leave

An employee who is entitled to maternity leave shall be entitled to be paid for one (1) week at normal salary whilst on maternity leave or two (2) weeks at half pay (pro rata for part time employees). Paid maternity leave can be taken in conjunction with paid parental leave up to a maximum of five (5) weeks at normal salary or ten (10) weeks at half time (pro rata for part time employees).

Paternity Leave

An employee who has completed a minimum of two (2) years continuous service (prior to the birth of the child) shall be entitled to be paid for one (1) week at normal salary whilst on paternity leave or two (2) weeks at half pay (pro rata for part time employees) around the time of the birth of the child. Paid paternity leave can be taken in conjunction with paid parental leave up to a maximum of five (5) weeks at normal salary of ten (10) weeks at half time (pro rata for part time employees).

Paid maternity leave and paid paternity leave can be taken concurrently.

Parental Leave

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An employee who has completed a minimum of two (2) years continuous service with Council (prior to commencing parental leave) and is the principal care giver shall whilst on parental leave shall be entitled to be paid for four (4) weeks at normal salary or eight (8) weeks at half pay (pro rata for part time employees). Paid parental leave is in addition to paid maternity leave and paid paternity leave for the parent who is the principal care giver.

Adoption Leave

An employee who submits satisfactory evidence to Council that they are an approved applicant for the adoption of a child and will be the primary care giver shall be entitled to the provisions contained herein under maternity and paternity leave above.

General Provisions

Council encourages an employee on paid paternity leave to take such leave with the period of leave of the spouse.

The payments provided under this clause are additional to payments made under the Federal Governments Paid Parental Leave Scheme.

30. Ongoing Improvement Council, management and employees are committed to a process of ongoing improvement and to ensuring that all areas of the Council are operating at a high level of efficiency, cost effectiveness and customer satisfaction.

Consequently, meetings of work groups (toolbox meetings) will be held on a regular basis, with the following objectives:

• To focus on the provision of superior quality customer service at every level of the Council recognising that customers are both external and internal;

• To find creative proposals to improve work procedures and address any work related issues relevant to continuous improvement, particularly:

Working co-operatively across departmental and sectional boundaries;

Improving communications across all levels of Council;

Identification and elimination of inflexible work practices;

Encouraging and supporting employees to achieve organisational, departmental and/or work group(s) performance targets;

Examining areas for delegating authority and responsibility.

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• To negotiate and agree to realistic organisational, departmental and/or work

group(s) performance targets for Council or the organisation;

• Any agreed solutions, suggestions and/or realistic performance targets identified and/or implemented by work group(s) shall be forwarded to the AWU Consultative Group for recording and consideration.

Any work redesign occurring as a result of the above process shall be based on the following:

• Work redesign shall be undertaken against a background of clearly stated objectives;

• Where necessary, relevant training in work change techniques shall be afforded to employees.

The parties are committed to ongoing positive participation in the above on going improvement program and to build upon the progress made during previous Enterprise Agreements. TEAM LEADERS

Work gangs may be established for specific projects, such gangs, established as and when required, at the discretion of the employer, will have a Team Leader, chosen on the basis of experience, skill and interpersonal skills, to lead the gang for the duration of the project. In these circumstances, the Team Leader will be paid an additional $27.00 per week over and above the employee/s current or usual rate for the duration of the project, provided that any payment to the Team Leader/s shall not exceed the salary level payable to Grade 7, as specified in the Award. EMPLOYEE PERFORMANCE DEVELOPMENT AND REVIEW

Council’s Guide to the Employee Performance Development and Review Process 2014 shall continue to apply during the life of the Agreement after a trial period of six (6) months. Changes to this process shall only be made in consultation with the parties to the Agreement.

31. Customer Service and Employee Commitment Council and employees acknowledge the provision of a quality customer service focus is a key outcome required by this Enterprise Agreement. Employees acknowledge and accept the Customer Service Charter and Standard Statement, with any proposed changes subject to consultation with employees.

32. Training (Career Development) Council and employees are committed to enhancing the skills of its workforce. This will continue to be achieved by employees actively supporting training programs, both internal and external. It is agreed that a continuing analysis of employee

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training needs is an essential ingredient to ensure that service delivery remains at the highest possible standard.

Council records its commitment to its own aspirations that Mount Gambier be recognised as a Lifelong Community Learning City and as such encourages all employees to participate in this aspiration and embrace whole of life learning development.

Council undertakes to continue to provide support to employees in meeting relevant training needs and will also support and encourage employees who elect to undertake further study which is deemed by Council to be appropriate and relevant to their position and/or advantageous to Council.

Council will consider further study and career opportunities that are not directly related to an employee’s immediate position, but are related to work conducted by Local Government. Council will consider an employee’s request where a formal Further Study Application has been made. The approval of a Further Study Application shall be at the sole discretion of Council. Council and employees acknowledge and accept that Work, Health and Safety training is essential and that active participation in this form of specific training will be embraced.

Council and employees acknowledge and accept that the following principles apply when determining the training needs of Council and of employees and further study and career opportunities for employees:

• must be agreed/approved training and further study and career opportunities for employees also needs to be agreed/approved;

• training of specific employees will occur if it is determined that the skills to be learnt are required by Council;

• upon the successful completion of required training and the attainment of the required skills, a review of that employee’s classification may take place;

• all training is to be linked and/or tied to the job description of any employee;

• agreed/approved training will be developed as part of any review of the training and skills needs of Council;

• multi-skilling and career path objectives are to be followed where possible, however, it is agreed that Council has limitations on the number of classifications and career paths it can accommodate within its organisational structure.

Out of hours training for employees may be required on an occasional basis.

• training may occur on any working day (Monday to Friday) within the flexible working hours span or on a Saturday.

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• the length of training for the purposes of this Clause shall not exceed four (4)

hours per training session, with a maximum of three (3) training sessions per annum.

• training occurring on any working day (Monday to Friday) shall be treated as flexible hours and Clause 22 shall apply.

• training occurring on a Saturday is to be paid at normal Award overtime rates, or, if mutually agreed, taken as time off in lieu (TOIL), with such time accumulating in accordance with the appropriate penalty provisions of the Award.

• as much notice as is possible will be given in respect of the need to attend training courses, particularly training on a Saturday.

33. Workplace Representative and Union Training

Upon written advice from the Union Branch Secretary that a member has been appointed as Union Workplace Representative, Council shall recognise such person as being accredited by the Union for the following purposes:

• discussions with other Union members of any matter pertaining to the work they perform or work related issues;

• discussions with duly accredited full-time officers of the Union on matters referred to above;

• receiving of instructions from the Union regarding performance of Union duties.

For the purposes of carrying out the functions the Union Workplace Representative shall be permitted to devote a reasonable amount of time to discussion of Union matters with duly accredited full-time officers of the Union, members of the Union at Council, at which they are the Union Workplace Representative and when so authorised by the Branch Secretary, a reasonable amount of time to discuss with management of Council, matters raised by members affecting their employment with Council.

To assist the Workplace Representative to successfully fulfil the role, the employer shall communicate relevant matters affecting the work site to the Workplace Representative and will provide reasonable facilities to enable the Workplace Representative to carry out the role, including reasonable access to a telephone, interview room, as necessary and/or a secure place to keep Union information. Leave Entitlement for Union Committees

An employee who is a member of the Union's Industry Committee or Branch Council may at the discretion of the Chief Executive Officer, be granted special leave with or without pay for attendance at meetings called in accordance with the Union rules, provided that such leave does not exceed thirty (30) hours per annum.

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Leave to count as service

Leave granted under this Clause shall be included as service for the purpose of recreation, sick and long service leave and entitlements under the Award. Union Training

Subject to the following conditions, one (1) Workplace Representative shall be entitled to an aggregate maximum of five (5) days per annum accredited trade union training:

• that not less than four (4) weeks’ notice is given to Council of the date of the course, or such lesser time as may be agreed;

• the nature of the training course and the agenda is provided to Council;

• Council is able to make adequate staffing arrangements during the period of such leave;

Leave taken pursuant to this Clause shall be counted as continuous service for all purposes of the Award, the Agreement and for purposes of long service leave entitlements.

34. Employee Work Health and Safety

The parties are committed to ensuring as far as reasonably practicable, that via a Management Systems Approach to Work Health Safety and Injury Management, Employees are provided with a safe and healthy work environment.

Accordingly, this Agreement provides the vehicle for Council, Management and employees to work positively together to achieve the shared goals.

For the life of this Agreement the current practice of annual health day checks will be maintained and where possible be expanded, with a summary compiled.

Council continues to support employees through existing healthy lifestyle programs.

35. Local Area Workplace Agreements (LAWA’S)

A LAWA(s) may be negotiated between a discrete operational/work group or unit and the Council, subject to the following: • The LAWA's should be utilised to facilitate and assist the operational/work

units to become more competitive in the emerging competitive environment; • The LAWA may prescribe employment and working arrangements different to

those prescribed under the Award and Enterprise Agreement, subject to the

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"no disadvantage test" being applied by the Industrial Relations Commission of South Australia against the Award;

• The LAWA will be appended as a Schedule to Enterprise Agreement No. 9 with

consequential variation of the Enterprise Agreement; • The LAWA will be submitted to the Industrial Relations Commission of South

Australia for approval and certification as a variation to Enterprise Agreement No. 9.

36. Wage Rates

The parties recognise and accept that in the emerging competitive local government environment there will be a need to maintain fair but reasonable wage costs within Council. Accordingly, having regard to the significant wage outcomes under the previous Enterprise Agreements and the need to further develop and refine the continuous improvement arrangements contemplated under this and previous Agreements, the parties agree to a wages outcome that will preserve current wage levels and reward employees based on performance/productivity outcomes. The following wage increases will be provided to employees covered by this Agreement over its term: 1. 3.5% increase in salary as from the first full pay period commencing on

or after the 1st December 2014.

2. 3.5% increase in salary as from the first full pay period commencing on or after the 1st September 2015.

3. 3.5% increase in salary as from the first full pay period commencing

on or after the 1st September 2016. Providing however that in circumstances where the CPI increase for the year ending September (Adelaide All Groups) in any year exceeds 3.5% the amount of increase for that year will be increased by 3.5 % plus the percentage amount that the CPI figure exceeds 3.5%. A wages Schedule is attached (Schedule 1) which details the existing wage rates prior to the commencement of this Variation and new wage rates that will be applied from the beginning of December 2014.

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The increases herein absorb increases awarded as Safety-Net adjustments through the State unless otherwise prescribed in such State or National Wage Case decisions.

37. Cessation of References

Upon the execution of this Agreement by the parties and the payment by Council to the employees of the agreed new wage rates, then the AWU Members employed by Council agree unconditionally to the following: The employees shall not, in respect of any future negotiations and/or considerations of enterprise bargaining with Council:

• Refer to, reflect on or in any way raise the matter of impacts, outcomes and/or benefits (or loss of) of previous procedures, practices and/or relationships that might have existed between Council and its AWU Members, prior the commencement of AWU Enterprise Agreement No. 1 of 1995 and/or AWU Enterprise Agreement No. 2 of 1996 and/or AWU Enterprise Agreement No. 3 of 1998 and/or AWU Enterprise Agreement No. 4 of 2000 and/or AWU Enterprise Agreement No. 5 of 2002 and/or AWU Enterprise Agreement No. 6 of 2004, and/or AWU Enterprise Agreement No. 7 of 2009 and/or AWU Enterprise Agreement No. 8 of 2012. And;

• Refer to, reflect on or in any way raise the matter of impacts, outcomes and/or benefits (or loss of) of previous practices, procedures and relationships that might have been created on the execution and implementation of AWU Enterprise Agreement No. 1 of 1995 and/or AWU Enterprise Agreement No. 2 of 1996 and/or AWU Enterprise Agreement No. 3 of 1998 and/or AWU Enterprise Agreement No. 4 of 2000 and/or AWU Enterprise Agreement No. 5 of 2002 and/or AWU Enterprise Agreement No. 6 of 2004, and/or AWU Enterprise Agreement No. 7 of 2009 and/or AWU Enterprise Agreement No. 8 of 2012.

38. Signatories

Signed for and on behalf of City of Mount Gambier ................................................... Chief Executive Officer ................................................... Witness on this .............. day of .................................. 2014 Australian Workers Union - South Australian Branch

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................................................... Authorised Union Representative on this .............. day of .................................. 2014 Employee Representatives ………………………………….. / / 2014 ………………………………….. / / 2014 ………………………………….. / / 2014

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CORPORATE AND COMMUNITY SERVICES REPORT NO 48/2014 SUBJECT: LEASING – QUEEN ELIZABETH PARK TRUST REF: AF11/1407

Goal: Governance

Strategic Objective: Demonstrate innovative and responsive organisational governance. Evaluate the effectiveness of all service delivery initiatives against

the returns and/or benefits to the community.

Goal: Building Communities Strategic Objective: Recognise and support our volunteers, community organisations and

their sustainability as they continue to be the foundation of the community.

Goal: Securing Economic Prosperity Strategic Objective: Support the development of our local economy, our unique local

experiences and our capacity to grow visitation to our City. The Queen Elizabeth Park Trust (“QEPT”) currently leases from Council properties comprising the Blue Lake Holiday (Caravan) Park and the adjacent Golf Links that it manages and operates under sub-lease arrangements. This continues similar arrangements that have been in place since 1964, with the QEPT having recently celebrated 50 years of successful operation. The QEPT has approached Council seeking longer tenure on the caravan park in order to provide certainty and continuity for it’s longer term business and infrastructure planning. This report proposes that a new lease be granted to the QEPT for a term of 21 years, subject to public consultation on the lease proposal in accordance with Section 202 of the Local Government Act 1999. The grant of a long term lease is consistent with the objectives of the community land management plan applicable to the caravan park that specifically includes to:

Provide for privately operated infrastructure including caravan park, golf links and associated facilities under long term leases and sub-leases for business purposes.

In determining whether to grant the QEPT’s request, Council should note that it is under no obligation to offer the lease to the open market, but that it would be appropriate to consider the rationale for offering a lease to the sitting tenant, that includes:

The QEPT and Council sharing similar objectives (including to: ‘promote tourism and development of open space in Mount Gambier’)

The QEPT’s incorporated structure providing longevity as a lessee.

The QEPT not being profit driven, with any returns able to be re-invested into the local community rather than to business owners/shareholders.

The QEPT Board being appointed (and thus influenced) by the Mount Gambier Chamber of Commerce and Council

Other ‘community leased’ premises are re-offered to sitting tenants whose use is also consistent with Council objectives (e.g. provision of sporting/community facilities)

On balance, it would appear that the continuation of an open and transparent lease arrangement with the QEPT would be consistent with the principles to be observed by a council as specified at Section 8 of the Local Government Act 1999, and would not be in contravention of Section 49 of the Act in relation to contracting and tendering.

Corporate and Community Services Report No. 48/2014 cont'd... -2-

[Type text]

RECOMMENDATION (a) Corporate and Community Services Report No. 48/2014 be received; (b) The Chief Executive Officer be authorised to commence public consultation on the

proposed lease of the Blue Lake Holiday (Caravan) Park (Lot 101 in CT5961/294) to the Queen Elizabeth Park Trust on ‘community terms’ for a period not exceeding 21 years.

(c) A further report be presented for Council to consider any submissions received on the

proposed lease of the Blue Lake Holiday (Caravan) Park to the Queen Elizabeth Park Trust, and whether to grant a lease.

(d) In the event that no submissions are received (or no submissions are received objecting to the proposal), the Chief Executive Officer and Mayor be authorised to negotiate, have prepared, and to sign and seal any documents necessary to give effect to a lease of the Blue Lake Holiday (Caravan) Park (Lot 101 in CT5961/294) to the Queen Elizabeth Park Trust.



st July, 2014 MMcC/TLG

CORPORATE AND COMMUNITY SERVICES REPORT NO. 49/2014 SUBJECT: MAJOR EVENTS – FOOTBALL FEDERATION SOUTH AUSTRALIA (FFSA)

REGIONAL ROUND REF: AF12/65

Goal: Building Communities Securing Economic Prosperity Diversity Learning Strategic Objective: Encourage the development of community facilities and infrastructure,

community events, and active and safe community spaces through direct support, seeking funding, facilitation etc.

Support the development of our local economy, our unique local

experiences and our capacity to grow visitation to our City. Consider the needs of all community groups in developing projects, services

and infrastructure (public or privately owned). Council support opportunities for the community to strengthen relationships

with families, friends and extended networks so as to promote and extend the learning of life skills.

INTRODUCTION

Council were approached in March by Football Federation South Australia (FFSA) for financial

support to host a National Premier League Soccer game for points in Mount Gambier as part of

their Regional Round. The intent was for the Regional Round to become an annual event in the

FFSA calendar that promotes regional youth participation in the game, showcases a legitimate

pathway to the premier league for young players to aspire to and also provide a fundraising

opportunity to support the Western Border Soccer Association (WBSA), South East Womens

Football Association (SEWFA) and participating clubs.

At the meeting held on Tuesday, 18th March 2014 Council made the following resolution:

Mayor Perryman moved: (a) Corporate and Community Services Report No. 24/2014 be received; (b) Council approve the provision of the initial $20,000 (p.a. x 3) to secure the

FFSA Regional Round in Mount Gambier; (c) Council agree the cost recovery formula to be applied - $10,000 return and

50% of income generated thereafter be paid to the City of Mount Gambier, capped at $15,000 (p.a. x 3) ;

(d) Council review the 2014 FFSA Regional Round and reserve the right to

withdraw support should the achieved crowd numbers be not financially viable;

(e) Funding be sourced from reduced expenditure in 2013/14 budget and

allocated to Major Sponsorship account number 6350.0805.

Cr Von Stanke seconded Carried


MOUNT GAMBIER REGIONAL ROUND SUMMARY The first event was held on Saturday, 17th May 2014 at the Centrals Soccer Club, Bishop Road and a summary of the evaluation feedback has been compiled for Councils review. Adelaide team numbers

Players & Officials 40

Adelaide Spectators 62

FFSA Staff 4

Referees 3

Total (x 1 overnight stay) 109

Game Attendance

Spectators 685

Gate Takings $2,065

Development Programs

Boys Coaching Session

Coaches 7

Players 34

Girls Coaching Session

Coaches 8

Players 83

Promotion ROI

Regional Round Public Launch Adelaide Entertainment Centre

Media Release (promoting Mount Gambier as a destination)

Messenger Para Hills & Cumberland area Homepage, FFSA Website

Program Booklet 500

FFSA E-Newsletters x 8 11,000 subscribers

Radio Interviews Local

Soccer Recruitment

Mini Roo’s Launch 112 children

SUMMARY FEEDBACK Comments were sought from FFSA, WBSA and Centrals Soccer Club regarding their thoughts on the event. There was a general consensus that the day was a success and a good platform to build from looking to the future. Whilst the gate takings were disappointing the value appears to be in the successful launch of the Mini Roo’s Soccer program and the Coaching clinics that were held in the lead up to the event. WBSA considered the clinics that were held during the lead in week at International and Gambier Centrals soccer grounds to be extremely successful with participation numbers at the coaching and training clinics exceeding expectation. Any event that provides a training opportunity to coaches and players by high profile FFSA representatives benefits the entire league through skill development and encourages ongoing involvement and participation from seniors and juniors alike.


All three organisations identified that there is certainly room for improvement:

A greater preparation time in the lead up to the event. The time between the initial idea of bringing an NPL game to Mount Gambier to inception was too short with April compromised by Easter, ANZAC day and school holidays

A high ranking men’s game as an alternate curtain raiser event to the SEWFA game

The timing of the event needs to be discussed rather than appointed to avoid clashing with the local football games or other community events (consideration given to March)

Consideration be given to a night game - will improve attendance levels

Better communication between all parties involved

Suggest sending an Italian and/or Greek based club to Mount Gambier next year

Maintain inclusion of Mini Roo’s in any new program CONCLUSION Council made a decision to underwrite the FFSA Regional Round (p.a. x 3) with a right to review after the 2014 event and was funded from an allocation in the 2013/14 budget. In the absence of a Council review prior to the setting of the budget an allocation has not been made in the 2014/15 budget. Consideration to fund the Regional Round was based on the premise that it would promote

regional youth participation in soccer, showcase a legitimate pathway to the premier league for

young players to aspire to and also provide a fundraising opportunity to support the Western

Border Soccer Association (WBSA), South East Womens Football Association (SEWFA) and

participating clubs.

Whilst a financial return was less than anticipated, a number of factors need to be considered in the review of this event:

The benefits to the junior, senior and female leagues gained through the coaching and training clinics

The successful launch and subscription to the Mini Roo’s program

FFSA support with the promotion of Mount Gambier as a destination

Economic benefit from overnight stay of 109 visitors Reflecting on the positive outcomes of the event it would be recommended that the FFSA, WBSA and local clubs consider developing an alternate model to support the ongoing development of soccer within Mount Gambier and the region.


RECOMMENDATION (a) Corporate and Community Services Report No. 49/2014 be received;

(b) Council exercise the right to withdraw financial support for the Regional Round in its current

form;

(c) FFSA, WBSA and local clubs work together to develop an alternate model to support the ongoing development of soccer in Mount Gambier;

Barbara CERNOVSKIS MANAGER - COMMUNITY SERVICES AND DEVELOPMENT Sighted:

Mark McSHANE CHIEF EXECUTIVE OFFICER 2nd July 2014 BJC/TLG